HR as a Strategic Partner

“It is not the strongest of the species that survive, nor the most intelligent, but rather the one most responsive to change” Charles Darwin, 1859

With the Changing role of HR, in the coming years the role of HR would be perceived as Strategic Partners.

Functioning of organizations where HR work in strategic partnership would be as under:

As per the Mercers study & recommendation, the role of HR may be bifurcated into two:

a)Chief Human Resources Officer (with strategic responsibility – focus on creating and implementing the human capital strategy) &

 b)HR Controller (with transactional responsibility like managing HR budget, costs, vendors, metrics & service delivery – quantifying and measuring the business impact of HR policies & programs)

The finance function offers a useful parallel. In finance, responsibilities are divided between the CFO (for business alignment & strategy) and the controller (for efficient & effective operations)

Whether the role of HR is bifurcated or not, for HR to be accepted as a strategic partner, it must be seen to be capable of managing its own house efficiently and delivering essential services – from recruitment to training and development – in a reliable and cost-effective manner.

Unless HR can speak the language of business, gain a familiarity with financial, commercial and operational issues and understand other managers at all levels, it is unlikely that it will make the transition from service provider to strategic business partner.

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