“How do you think HR professionals can better position themselves as strategic business partners rather than just policy enforcers?”
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12 results for “strategic HR organization”
“I want to switch gears and now talk about HR as a strategic business partner. How do you make sure that HR syncs with the company's big picture goals? And can you share a time HR really moved the needle?”
“You know, I— From an HR perspective, we don't want to go the other way. Sure. Just the HR. Yeah, the other stuff is that you don't want to get into that. But no, from an HR perspective, it's really just sort of understan...”
“senior leadership team. But the outcome for me was to understand what the perspective was from the HR team and what was a perspective from the senior leadership team to come together with some common strategies. From the...”
“organization itself needed to evolve and the pace at which it needed to evolve. From an HR standpoint, our team was certainly still lean. The complement of the HR structure was very different than it is today. Like, our...”
“is it that we are strategic or proactive? Because obviously you can't be, or nor should you be strategic across every discipline. One, you probably can't afford it, but two, it probably doesn't actually drive any more va...”
“At the end of the day, it's really about HR positioning itself to be a true strategic facilitator of the business. This is a, at my core, this is what I believe. This is who I am. And I believe that HR actually does in p...”
“implement those strategies within a region or a function or an area of the world, right? There's a lot of structure in place. There's playbooks, there's systems, there's global processes, and the focus for the HR busines...”
“the real HR-related things. HR is a cost center. It's always lovely when HR figures out a way to generate revenue. That's always a great thing to see. But by and large, you're not put in that position to do that. But it'...”
“part of the business impact other parts gives HR the opportunity to migrate from being seen as overhead support to being seen as a driver of business outcomes. And so understanding the enterprise, the full scope of the e...”
“HR owns a seat at the table when HR becomes part of the business and speaks the business. When we are just payroll or benefit or the policy wonks in the room, I think that's when we lose our seat. I think when we gain th...”
“HR follows the market. So when talent was in high demand, our function, HR, was about perks, about employer branding, about moving really quickly, doing new and exciting things. I think now with more supply than demand,...”