HR's “Fit” into Corporate Executive Teams
Where Do Human Resource Professionals Really “Fit” into Corporate Executive Teams
Human resource professionals have asked one question more than others for the past twenty-five years. “Where do I fit into my company’s executive management team?” The answers have often ranged from disappointing to confusing. The unfortunate reality was that H.R. professionals were often not a real “voting” member of a corporate executive team. Sure, many human resources executives were given appropriate titles and, often, even duties and responsibilities that should have insured their important participation in executive decision making.
The truth was that often human resource professionals, even if invited to executive meetings, were kept out of the loop of high level decision making responsibilities. Most human resource executives are aware that this situation has existed in many corporate environments.
Fortunately, this unofficial, but all too common, corporate attitude has greatly improved in recent years. However, even with H.R. execs gaining more and more respect and influence in management circles, their true role and status is sometimes still confusing. This confusion is not relegated to the H.R. professional, but often with other executives in the management circle.
As the roles of human resources professionals change, there is often some misinterpretation as to exactly where they “fit” in with the corporate decision making process. They are often unsure of their true role and, without obvious direction and commitment from top management, the other members of the executive staff can also be confused.
Where H.R. professionals fit in their executive team depends on the focus and direction of the company. The H.R. exec should ask himself/herself a few questions.
- What can I effectively contribute to the executive management of the company?
- What might I be allowed to contribute to corporate management issues?
- How will corporate management react to my input?
- How might some members of the executive team use my contributions?
In the absence of a clear statement of purpose and function from top management, the human resource professional should navigate their own way through the sometimes murky waters of executive influence. Getting a “feel” for their position can be an important and productive discovery for the H.R. professional.
But, why has the traditional “background” role of human resources risen to some prominence in the corporate world in recent years? There are a few reasons that have changed – and magnified – the classic H.R. role.
- Advances in technology. The rapidity with which technology changes, with new developments seemingly occurring daily, have given new importance to the H.R. function. Attracting and keeping employees who understand and can operate new technologies can be critical to a company’s success.
- Increased competition for the best personnel. In addition to the best technology, the premier companies need the most qualified staff. Attracting and keeping the best sales people can still often be influenced by money, compensation, and commission packages. However, recruiting top of the line marketing, computer, financial, and management people can be a challenge. H.R. professionals can make a major contribution to the quality of the company’s staff.
- Benefit issues - their analysis, comprehension, and financial impact – have become a critical component to success or failure of company operations. Often, the only management person or group that truly understands the value – or lack thereof – of the current and/or projected benefit program, is the human resource professional.
- H.R. understands the personnel market. As education and experience needs evolve, based on corporate and market changes, H.R. has become the primary expert on how to effectively recruit the right personnel. This expertise has taken on much greater importance in recent years as the competition for goods and services has matched the challenges to attract the personnel that can deliver on company promises.
Should you have the good fortune to be employed by a company that has clearly defined both your role and level of influence in the executive team, use your position to improve company operations. Don’t be shy. You’ve been given the authority to make some level of positive impact. Go for it!
If your level of equality with your company’s executive team is still in flux or not yet clearly defined, use your talents of observation, perception, comprehension, common sense, and, of course, expertise to make a noticeable improvement in company operations. The more success your efforts achieve, the more your expertise will be appreciated and, hopefully, rewarded. Your “fit” in the executive team may be evolving just as the marketplace is changing. If your value has yet to be emphatically acknowledged, have confidence that it soon will be.
The days of human resources people being perceived as pure technicians, not idea or decision professionals, has ended. Don’t worry if your employer’s printed organization chart or statement of duties and responsibilities hasn’t yet caught up with reality. You should have the opportunity to display your value to the executive team. Seize this opportunity with vigor and excitement. Even if your role is somewhat “fuzzy”, you may be able to construct your own “fit”, with a new comfortable seat at the executive team table.