ROLE OF STRATEGIC HR LEADER

by: richa garg iv-sem ,mba

Comparison
Traditional HR Roles
Reactive Employee advocate

Todays Strategic Roles

Proactive Business partner

Task focus
Operational issues Qualitative measures Stability Functional integrity

Task and enablement focus

Strategic issues Quantitative measures Constant change Multi-functional

People as expenses

People as assets

Role of HR Leader
1. Administrative roles 2.Operational roles

3.Strategic roles

Administrative roles
Policy maker : formation of policies governing talent acquisition, retention, wage and salary administration, welfare activities, working conditions

etc Administrative expert: information processing and record keeping. Advisor: advising ,suggesting, and helping the line managers in discharging the responsibilities . House keeper : manages the show by recruiting , preemployment testing , Legal consultant: plays a role of grievance handling, settling of disputes, disciplinary cases , collective bargaining etc..

Operational roles
Recruiter Talent acquisition Trainer Helps in enhancing knowledge and skills.

Coordinator linking pin departments of an organization.

Conflict handler

between

various

Strategic roles
Information & decision-making role : HR dept. informs and

advices about best practices life efficiency in customer service or new product development or taking decisions on employee problems. Strategic Partner Develops & aligns strategies with business. Assists line managers in solving organization , people & change related issues Contributes to management teams strategic decision-making Fosters systems thinking, customer focus

Change Agent Understands the organizations culture & what is effective and ineffective Institutionalizes change capability within the organization Assists line managers to lead & facilitate change Administrative Expert Manages people & HR related costs Ensures internal & external customer focus Employee Champion Develops strategies and helps implement actions that enhance human capital contribution Helps build workforce commitment Ensures fair, ethical ,and equitable people processes and practices