HR Transformation Is (Should be) Front of Mind

Almost every company that hires us is looking for an HR transformation.  Why? HR team members need to be business agents, supportive of the sales and customer focus, able to understand how the business makes money, AND THEN how the HR strategy aligns to all of that.  We know how to create a solution like this.  And now, more than ever, your HR department should be at the forefront of any big business pivots.  

What can your company do to move the HR function forward?  Here are a few suggestions to think about:

1. Have the right HR Leader.  If the leader running your HR team does not have credibility and influence over the senior team, you need a new leader.  
2. Utilize and maximize your HRIS investment. Most HRIS systems cost north of six-figures annually.   Are you maximizing the output thus increasing compliance, decreasing unnecessary expenses, and getting the HR team out of “administrivia hell”?
3. Align the HR team members to the business. The HR Business Partner and Recruiter roles should be aligned with specific departments, providing side-by-side partnership. They should be included in your department leadership meetings, regularly be talking to employees, and pipelining candidates, side-by-side with the leader of the functional department.
4. Create and implement new recruiting and onboarding strategies.  If your company is more remote now than last year, and if you foresee this continuing, you need a new recruitment and onboarding strategy, which often means your leadership team needs a mindset shift!   Your HR leader should be leading these discussions, and fast!  How are you creating unique welcoming experiences?  How are leaders held accountable to engage employees differently?    
5. Reinvigorate health and wellness strategies. Employees may no longer value a short commute, a gym on the premises, or casual Fridays if they are working remotely.  What is your benefits broker saying about emerging trends in your industry?  How will you replace the traditional concept of 9-5, which may be gone forever?  
6. Employee engagement has taken on a whole new meaning. How do you know what employees value now?  When is the last time you asked them?  Are you conducting “stay interviews”?  
7. HR team members should be cross-trained or multi-functional. Traditional COEs and HR specialists may be extinct in a few short years to come.  How are you maximizing your HR talent?  How do HR professionals think more like general managers vs. functional specialists?

Bottom line – All the above thoughts and suggestions should align with your long-term HR business strategy. HR professionals need to operate like business owners, through a “people lens”.

If you would like a unique perspective on better aligning your HR team, call unHR today!