HR Strategy: Is your team delivering

strategic value? Kristen Carroll Director, Talent Management Elliot Health System President/Principal Consultant Talent Management Strategies www.talentmgmtstrategies.com

Personnel Department

“Why We Hate HR” By Keith H. Hammonds

Source: http://www.fastcompany.com/magazine/97/open_hr.html

 HR people aren’t the sharpest tacks in the box.

 HR pursues efficiency in lieu of value.  HR isn’t working for you.  The corner office doesn’t get HR (and vice

versa).

Common Perceptions

 HR is disconnected from the business  HR functions in a silo  HR does not draw the best and the

brightest  HR is weak  HR is all about paper/lacks technical savvy

Where do you rank?  Does your top HR leader report to the

CEO?  Are HR reports and metrics reviewed

and analyzed? Do they drive the company’s talent strategy?

 Do you have a talent strategy?  Do you have a compensation

philosophy? Was it driven internally?   Is the top HR Leader involved in decision

making for C-level searches?

Speaking the Language of the Business

 Monetary measurement of all components of HR  Data driven indicators  Utilizing technology effectively  Development of key metrics and statistics  Making a business case for all HR matters   Identifying and implementing proactive solutions

related to people and talent  Publically celebrating wins

W.W.S.P.D.? (What would a Strategic Partner Do?)

1.  The Senior Team/Board outsources compensation analysis for all VP level and above roles. The data is consistently out of line with accepted market data, and creates compression issues with Director level roles. Additionally, the compensation philosophy of the outsourced agency does not match that of HR.

2.  The Senior Team/Board proceeds against the advice of HR and retains a CEO who has been accused of multiple sexual harassment charges, which appear to be substantiated.

3.  The Finance Dept. convinces the CEO that the 20 MM spent on overtime during the past year is all related to recruitment issues. The CEO assigns the organization’s goal of reducing OT to HR.

A Strategic Partner…

 …identifies solutions, not just problems.  …understands and helps drive business

goals and financial objectives.  …is a mentor to senior leaders.  …doesn’t just implement changes, but

creates them.  …is an effective, strong, determined

leader.

Contact Info

Kristen Carroll, President/Principal Consultant KristenCarroll@talentmgmtstrategies.com

Main Number: 857-540-1610

www.talentmgmtstrategies.com