As the head of a company, the Vice President (VP) or Chief Executive Officer (CEO) plays a crucial role in setting the overall direction and strategy of the organization. They are responsible for making key decisions that will impact the company’s growth and success, and they rely on various departments and teams within the organization to help them achieve their goals.
One such department is Human Resources (HR). HR is responsible for managing the people-related aspects of a company, including hiring, training, and employee development, as well as handling employee relations and compliance.
Given the importance of HR in the smooth functioning of a company, it’s important for VPs and CEOs to have a clear understanding of what they want and expect from their HR team.
Key things that VPs and CEOs typically look for in their HR departments:
- Strategic thinking:
VPs and CEOs want HR to be a strategic partner, rather than just a transactional function. This means that HR should be able to align its initiatives and programs with the company’s overall goals and objectives. HR should be able to think creatively and proactively about ways to drive business results through people-related initiatives.
For example, if the company’s goal is to increase revenue, HR can work with the sales team to develop a training program that helps salespeople improve their skills and close more deals. Alternatively, if the company is looking to reduce turnover, HR can work with managers to identify the root causes of employee churn and implement strategies to improve retention.
In order to be a strategic partner, HR professionals need to have a deep understanding of the business and be able to think long-term. They should be able to anticipate future workforce needs and be proactive in developing programs and initiatives that will support the company’s growth.
- Talent management
VPs and CEOs rely on HR to help them identify, attract, and retain top talent. This means that HR should have a strong understanding of the company’s workforce needs and be able to develop effective recruitment and retention strategies. HR should also be able to help managers identify and develop the potential of their team members through training and development programs.
Attracting top talent is critical for any company, and HR plays a key role in this process. HR professionals should be knowledgeable about the job market and be able to identify the skills and qualities that top candidates possess. They should also be able to develop targeted recruitment strategies that will attract the best candidates for the company.
Once top talent is on board, HR should be able to provide them with the support and development opportunities they need to succeed. This can include training programs, career development plans, and opportunities for advancement. By providing these resources, HR can help retain top talent and ensure that the company has a strong and capable workforce.
- Employee relations
VPs and CEOs expect HR to handle employee relations issues in a fair and transparent manner. This includes handling complaints and grievances, as well as promoting a positive and inclusive work culture. HR should be able to effectively communicate with employees and ensure that their concerns and needs are being addressed.
Employee relations is an important aspect of HR because it helps ensure that the company has a positive and productive work environment. HR professionals should be able to handle employee complaints and grievances in a fair and unbiased manner and work to resolve issues in a way that is mutually beneficial for both the employee and the company.
HR should also be proactive in promoting a positive work culture. This can include implementing policies and programs that support diversity and inclusion, as well as promoting open communication and collaboration among employees. By creating a positive work environment, HR can help increase employee satisfaction and retention, which can ultimately drive business results.
- Compliance
VPs and CEOs look to HR to ensure that the company is compliant with all relevant laws and regulations, including those related to employment and benefits. HR should be able to provide guidance and support to managers and employees on compliance issues and ensure that the company is in compliance with all relevant regulations.
Compliance is an important aspect of HR because it helps protect the company from legal issues and fines. HR professionals should be knowledgeable about relevant laws and regulations and be able to provide guidance to managers and employees on how to comply with them. This can include issues related to employment, benefits, and workplace safety.
In addition to providing guidance and support, HR should also be proactive in monitoring compliance and identifying any potential issues. By proactively managing compliance, HR can help prevent problems before they arise and ensure that the company is operating in a compliant manner.
- Business acumen
VPs and CEOs want HR to have a strong understanding of the business and be able to speak the language of the business. HR should be able to understand the company’s financial performance and contribute to business planning and strategy discussions.
VPs and CEOs want their HR teams to have strong business acumen because it allows them to make more informed decisions about how to best support the business.
For example, if HR has a good understanding of the company’s financial performance, they can make recommendations about how to allocate resources or make budgeting decisions that will have the most impact on the company’s bottom line.
Additionally, having business acumen allows HR to better understand the needs and goals of the business and be able to align their initiatives and programs accordingly. This can help HR make a more valuable contribution to business planning and strategy discussions and ensure that they are able to support the company in achieving its goals.
- Proactive problem-solving
HR should be able to anticipate and address potential problems before they arise. This could involve things like identifying potential conflicts within teams and working to resolve them or developing policies and procedures to prevent future issues from occurring.
For example, if HR becomes aware of the tension between two team members, they could work with the manager and the employees to identify the root cause of the conflict and develop a plan to resolve it. By addressing conflicts early on, HR can help prevent them from becoming larger issues and impacting the overall productivity of the team.
Conclusion
Overall, VPs and CEOs want their HR teams to be strategic partners who can help drive business results through effective talent management, employee relations, compliance, and business acumen. By meeting these expectations, HR can play a key role in the success of the company and the achievement of its goals.
HR professionals who are able to think strategically, attract and retain top talent, manage employee relations effectively, ensure compliance, and demonstrate strong business acumen will be well-equipped to support the company in achieving its goals and driving business results.
