In many businesses, the HR department is often associated with compliance and policy enforcement. However, that wasn’t how I looked at the discipline of human resources. There are many aspects of a typical HR department, from recruiting to benefits, labor/employee relations, and more. Let’s explore the importance of HR professionals and the value they can bring beyond traditional functions.
Managing the Employee Lifecycle:
Every HR role I have been associated with wanted to be a true partner in the business – not a ticket writer for infractions or to manage their employees. Our role was managing the entire employee lifecycle, from recruitment to retirement. Since various departments have their own responsibilities, we conducted the first interview for new recruits, deciding who might be a good candidate for an interview. By actively participating in the hiring process, HR professionals can influence decisions that align with the company’s culture and technical requirements. This involvement ensures that the organization attracts and retains talent that contributes to its success.
Labor and Employee Relations:
One crucial aspect of HR’s role is managing labor and employee relations. HR professionals act as mediators between employees and management, balancing the perspectives of both parties. This involvement is particularly significant during terminations, where HR ensures clear communication and works to minimize reputational damage to the company. If your business has organized labor, this role will also play a big role in balancing the collective bargaining agreement and the desires of the business to execute its business most effectively.
Being a True Business Partner:
To be effective, HR practitioners must strive to be genuine business partners. This means knowing more about the business than the average employee and actively participating in various aspects of the organization. By immersing themselves in day-to-day operations and understanding different roles and functions, HR professionals can offer valuable insights during recruitment, interviews, and decision-making processes including expanding the business with O&M activities.
I push my team to get out of their offices and be with managers to learn what people do to support the day-to-day operations.HR practitioners should be willing to step out of their comfort zones and seize opportunities to add value to the business.
HR professionals as strategic business partners
By actively participating in all aspects of the employee lifecycle, understanding the inner workings of the organization, and offering valuable insights, HR practitioners make a critical contribution to a company’s success and organizational growth, not to mention employee satisfaction.