Having worked in HR for over 30 years, I have seen the powerful impact this professional capability can have on a business’s performance. That impact is greatest when the organisation views the HR team as true partners and experts in workforce evolution and organisational development
The role of HR has most certainly evolved far beyond traditional personnel management when I first started in my career in the 90’s. Organisations now need HR professionals who can step into the role of true strategic business partners (internal consultants, if you will) and drive transformation, shape culture, and influence business outcomes. I have been reflecting on some of the key challenges and barriers preventing HR practitioners from making this shift. Let’s explore these together.
4 key challenges for HR practitioners
- Technical mindset vs strategic thinking – Many HR professionals are deeply skilled in operational/day-to-day HR delivery. However, shifting from a responsive, technical mindset to a proactive, adaptive and strategic mindset requires a significant transition and intentional behaviour change.
- Broader business and commercial awareness – To influence effectively at the senior table, HR professionals must begin to show curiosity and gain a deeper understanding of how the business operates, the strategic intents and priorities. They also need to leverage data insights and analytics. And have a broader awareness of the external market and global/economic challenges facing organisations.
- Influence and impact – It can be challenging to have a voice at the senior leadership table, and challenge constructively, particularly when HR professionals have traditionally been seen as a ‘support’ administration function. In my experience, leveraging data, facts and, in particularly, business risk will help shift the mindset of the senior team. This will enhance the credibility and value of HR. Strategic partnership requires courage and tenacity, having the ability to present bold ideas, ask difficult questions, and drive change even when it may be uncomfortable.
- Capability – HR professionals bring deep expertise in people and organisational management— the what of our profession. But it’s the how we apply that expertise and engage with the business that helps to shift our ability to operate as true strategic partners. In my experience, the most valuable and transformative skills that enable this transition are consulting, coaching, and facilitation. These aren’t just soft skills; they are critical capabilities that move us from being reactive problem-solvers to proactive enablers. By using these approaches, HR professionals support leaders, managers, and teams in taking ownership of their challenges. This builds capability across the business and adds lasting strategic value.
Equipping HR for Strategic Influence
Addressing these challenges requires a deliberate investment in skills, mindsets, and relationships. HR teams must be supported to:
- Evolve their operating model and how they create and add value to the business
- Gain a deeper awareness and understanding of the business, commercial and financial context
- Strengthen their consulting, coaching, facilitation and influencing capabilities
- Build confidence to have strategic conversations and challenge the status quo
- Create partnerships based on trust, shared outcomes and mutual respect
Need support unlocking your HR teams’ strategic potential? Our consultants are experts in people and organisational performance. They help HR professionals increase their impact and boost business value. Get in touch today to find out more.
