Superhuman Resources

Thanks to the pandemic, HR managers have become more concerned about employees and their needs. The function of the HR manager and his department has therefore taken on a more weighty part. Issues concerning employee development and retention, medical and emotional safety as well as mental well-being are suddenly in focus.

All eyes were and are on the Chief Human Resources Officer (CHRO) for solutions . Companies that have a strong HR function have therefore come out of the crisis stronger. 

The company-specific attributes of HR functions will always be contextual and unique to each company. But to provide greater clarity amidst the ambiguity - and to provide a useful foundation for HR leaders, CEOs and boards - here are the key topics categorized.

First the strategy then the function

• Understand your strategy, not as a passive observer, but as a contributor who can envision how the strategy will be implemented and executed.

Optimize the organization, not just processes

• Make the whole company greater than the sum of its parts by identifying where different elements mesh well and build on each other and where there are gaps.

Bring the HR perspective into the boardroom

• Boards want to know more than just annual employee engagement trends. Providing regular reporting on cultural health, including insights on why employees are leaving and progress on diversity and inclusion initiatives - will build trust.

View culture as a business driver

• Translate your organization's values and cultural expectations into crisp, specific and memorable messaging to ensure the strategy is clear to everyone in the organization, as well as the CEO.

Excellence in leadership

• Consider an excellent HR function as a basic requirement. You earn respect and credibility by exemplifying leadership behavior. You can request this behavior from other leaders.

This article is based on: 

https://www.strategy-business.com/article/Superhuman-resources-How-HR-leaders-have-redefined-their-C-suite-role