Insights:
Strategic priorities in modern HR management
HR practices are shifting, affected by new technologies, different work arrangements and changing employee expectations. HR leaders across industries face similar challenges and opportunities. They are exploring methods to refine their strategies and systems to address the needs of today's global workforce.
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HR as a central hub:
Aligning people strategy with business goals
The role of Human Resources is undergoing a significant transformation. No longer confined to administrative tasks, HR is increasingly seen as a strategic partner integral to achieving business objectives. By aligning people strategies with organisational goals, HR leaders are positioning themselves at the heart of decision-making processes, driving innovation, adaptability and competitive advantage.
HR's strategic evolution is highlighted by James Westwood-Beere, Chief People Officer at Lifeways Group:
HR technology transcends mere process automation, facilitating strategic decision-making that aligns with our overarching business objectives.
This shift requires HR to integrate seamlessly with existing business systems, enhancing operational efficiency and enabling more informed decisions. James Westwood-Beere emphasises the importance of integration: "Integration capabilities are crucial for ensuring our HR solution works harmoniously with our existing business systems, enhancing our overall operational efficiency."
Indi Seehra, Director of Human Resources at the London School of Economics highlights the ability to integrate and tailor the solution to fit the customer:
The HR solution’s adaptability to integrate, along with the system’s design to fit to end users, and the ability to tailor the technology to the customer’s needs are critical considerations.
Integration capabilities will become increasingly important. Aidan McKee, Chief People Director at WaterWipes, highlights:
Integration capability is one of our top priorities—HR solutions must seamlessly connect with existing business systems rather than create data and process silos.
Navigating organisational growth through acquisition can present unique challenges with outdated legacy systems, requiring a thoughtful approach to integrated flexible HR technology. As David Leech, former VP of HR for RWS shares: "Outdated, fragmented systems inherited from acquisitions created major visibility challenges."
He continues:
Managing HR through this expansion taught us the importance of balancing global integration with local flexibility and knowledge.”
HR leaders are increasingly positioning themselves at the heart of the decision-making processes as a strategic partner integral to achieving business objectives. Philippa Barnes, Director at Rethink, notes:
The benefits of a global HR platform extend across productivity, data accuracy, analytics, and compliance - enabling HR to become a much more strategic business partner.
Obibugo Maduako-Ezeanyika, Director of People - Deputy Chief People Officer in the NHS emphasises the shift from isolation to a holistic approach where HR is integral to business operations:
Increasingly, HR is moving away from being an isolated function to becoming an integral part of business planning and operational delivery.
The future of HR management hinges on leveraging technology and data while maintaining a human-centric approach. Joanne Carlin, Senior Vice President for HR Europe at Firstsource, envisions:
The future of HR management will increasingly depend on leveraging technology and data to make informed decisions while prioritising human-centric approaches—enabling us to create more resilient and adaptable HR practices that can withstand the challenges of a dynamic world.
Recognising the evolving role of HR as a strategic partner, HubbubHR's adaptive HCM solution is designed to align people strategies with business goals. HubbubHR’s “API based design” places significant emphasis on integration, ensuring that their adaptive HR solutions can seamlessly connect with existing business systems. This holistic approach enhances operational efficiency and supports a more agile HR function. The platform's comprehensive analytics and reporting capabilities enable HR leaders to make data-driven decisions and integrate seamlessly with existing systems.
HR's role in shaping organisational culture and success is further emphasised by Mirela Oana:
HR’s role is shifting from managing people to shaping the employee experience and contributing directly to business outcomes. By leveraging cutting-edge technology, HR can deliver meaningful insights, foster innovation and build a work environment that's fit for the future.
In conclusion, positioning HR as a central hub involves embracing technology, fostering strategic partnerships and focusing on adaptability. By aligning people strategies with business goals, HR leaders can drive significant value, foster innovation and contribute directly to organisational success.