HR as a Business Partner
I am told there was a time when human resources was called personnel. The personnel department processed payroll, administered benefits, interviewed candidates for jobs, and other administrative duties. Those types of functions are the transactional HR functions.
As time went by, human resources became the compliance police in addition to their personnel duties. HR oversaw OSHA compliance, Family Medical Leave Act, Fair Labor Standards Act, wage and hour guidelines, kept the company from getting sued, well you get the picture. It is still an important part of your HR function.
Today human resources is strategic as well as transactional. Human resource professionals have to understand a profit and loss statement and have a deep understanding of how the business makes money to best support the company teams. Business leaders today look to the HR department to assess labor availability before entering new markets, identify future leaders and find assignments to ensure those individuals are ready for their new roles, and put performance plans in place to hold people accountable for business results.
When building a human resource function, consider these things. “Do I need help with the transactions associated with HR, the legal and regulatory, or a strategic partner in finding and developing talent to meet my business goals”? Do I need a partner to define the goals and behaviors necessary to hold my people accountable? Being clear on these points will make finding the right partner, company or consulting group to align your people processes, and ultimately add value to your company. What can we help you build today?