What techniques are effective to create a collaborative relationship between HR leaders and the C-suite? I’m not speaking of a ‘seat at the table’ – organizations move too fast to be sitting down! However, time and time again, we hear about how HR believes they aren’t a part of the strategic direction of an organization – of which they most definitely should be.
The HR function is integral to any organization and without participating in strategic decisions, HR operates in a silo. There have been endless discussion/research/conferences on this topic but, for the most part, it’s a one-sided dialogue – we are talking mostly to ourselves rather than our leadership.
An introduction to interesting SHRM webcast notes:
“Despite decades of talk about HR stepping up to a strategic role and gaining a seat at the table, business leaders are still twice as likely as HR professionals to describe their HR teams as “reactors,” rather than as “partners” or “anticipators of business needs.”
NOTE: This webcast is available through July 2018 at http://bit.ly/2LPEqL5
Why is this still an issue? Is HR somehow missing the boat when it comes to understanding the language of the business? Are leaders still not convinced that HR can be an extremely beneficial partner, not just a necessary evil? I see a lot of HR titles that include VP or Chief but are these just platitudes rather than truly being a partner with leadership?
I’m curious to know what tips and tactics you’ve used to succeed in truly being a part of the leadership team. It’s much more than just the CEO and CHRO, but also the rest of the management team such as VPs and Directors. I believe this can only be overcome when the environment and culture think of HR’s involvement as part of the DNA. We’re making progress, but are we succeeding?
Would love to know your thoughts on this issue.
Pamela Harding, sHRBP, SHRM-SCP, SPHR