KNK Consultants

The What, Why and How of Strategic HR

HR in any organisation , big or small is in a unique position to impact business strategies , work culture , talent development by curating key performance indicators , employee engagement initiatives and OD interventions . This is amplified by the efforts of a strategic HR business partner .

Let’s understand what is a strategic HR partner 

The role of a strategic HR is to align HR agenda to support the overall business goals.

Strategic HR partners need to make sure that the HR policy , procedures and governance align with the big picture . The question to be asked by strategic HRs “How can HR help create an engaging , high performance culture that takes the whole business forward ?

The strategic HR partner is responsible for working with the senior leadership of the company to develop and communicate the organization’s strategy. It is a high-level, birds-eye-view role.

A strategic HR partner operates as a:

  • Strategic advisor
  • Problem solver
  • Mentor and coach
  • Independent leader

they focus on the big picture, collaborating with the HR department and consulting with the leadership team to make sure everyone is pulling in the same direction.

Why should you become strategic HR partner :

HR has potential for high impact across organisation. From behind the scenes administration to internal communication, leadership development , recruitment and onboarding , HR plays a critical role in company culture, employee engagement, and ultimately, business performance.

HR as a strategic partner can really make a difference for both HR efforts and overall business success by Collaborating with leadership to communicate the company mission and strategy and building HR programs, policies, and initiatives strategically.

Let’s now understand how to become strategic HR partner 

To be a successful business partner, you have to understand the entire business inside and out. It’s important to take time out to understand company’s products , services and business model. To be constantly in touch the ground level business operations to see how the employees work, what processes they follow, and uncover key strengths and pain points.

Understanding how each department and role actually work and how it all fits together is the first step to being able to act strategically. Consider what your needs will be for the next 1-5 years so you can plan the programs and processes that will help your company reach its goals now and in the future.

HR strategy should always be driven by data and evidence—not hunches or assumptions. Get comfortable pulling reports and reviewing and analyzing data.

Use the data and HR metrics you’ve compiled to evaluate whether you have the organizational resources and support for different strategies and prioritize your plans accordingly. This is where your value as a strategic partner comes in focus. The more effective you are at assessing business readiness and priorities, the more aligned your HR efforts will be with the overall business goals. 

Regards

Kaajal Desai Mahajan