Without a doubt, the priority for HR departments these days is becoming more strategic.  HR practitioners argue that HR is important, and needs to be represented on the Board of Directors.  Many managers agree in principle, but argue that HR needs to prove it understands the business needs, and can contribute at the most senior, most strategic levels.

Administration will not go away -- employees still need to be paid on time, and records maintained -- but HR can, and must, go further.  Human Resources are critical to any organization's long term success, and what could be more strategic than that?  Nonetheless, the gap between HR and other executives is often large.

It is pointless for HR professionals to argue that senior managers must change their view.  The only way forward is for HR to understand other managers' concerns -­ and be perceived as understanding.  HR needs to speak the language of business, understand the employer's vision and strategy, and be able to explain critical business priorities.  

Finally, HR needs to learn to say "Yes!"  Too often, we are criticized for:

When we solve other managers problems, we gain trust.  With trust comes influence, and eventually a partnership among executives with shared goals.  The first step can be as simple as saying "Yes."

Our consultants have worked with large and medium sized organizations where HR needs to be repositioned from an administration center to a key component of management's strategy.  Let us do the same for you.