In recent years, the function of Human Resources executives has undergone a remarkable transformation. Traditionally centered on administrative tasks such as payroll processing and adherence to regulations, HR’s role has now expanded into a strategic sphere. This evolution sees HR at the helm of shaping company culture, steering succession planning, and enhancing organizational effectiveness. But what catalyzed this shift, and how are HR executives rising to the challenge?

From Administrative to Strategic: A Paradigm Shift

The shift from an administrative to a strategic role means that HR is no longer just about managing day-to-day operations but is about influencing the direction of the company itself. A recent study found that only 46% of business leaders saw their organization’s HR function as strategic, compared to 67% for finance and 60% for supply chain roles.¹

This perception is changing as HR begins to demonstrate its critical role in organizational success, from setting strategic goals to aligning HR strategies closely with business objectives.

HR Influencing Company Culture

Company culture is the cornerstone of organizational identity and a factor in financial success. McKinsey’s research has indicated that companies with strong cultures (as measured by their Organizational Health Index) achieve a return to shareholders that is 60 percent higher than median companies and 200 percent higher than those in the bottom quartile.²

HR executives play a pivotal role in this area, leading culture change initiatives that are business-led with visible leadership from the top. The transformation in culture requires HR to ask incisive questions about purpose, value creation, and organizational health.

Whole Foods Market, which operates in Canada and the United States, demonstrates the impact of HR practices on profitability. The company has a strong focus on open communication, extensive employee involvement in goal setting, and ensuring employees understand how their roles contribute to the company’s financial health. Such practices are part of a broader HR strategy that supports the company’s bottom line and contributes to its growth.³

HR in Strategic Succession Planning

Succession planning, once a side task for HR, is now a strategic priority. The contemporary HR executive looks beyond filling positions; they anticipate future leadership needs and craft development programs that ensure talent is ready to step into key roles, safeguarding the company’s future and aligning talent development with the strategic needs of the business.

IBM and Apple are notable examples of companies that have implemented strategic succession plans successfully. IBM’s approach involved a gradual grooming of its future leader, Ginni Rometty, who worked her way up within the company before assuming the CEO role.⁴

Apple, on the other hand, took a different route by establishing Apple University. The institute aimed to instill the company’s values and thinking approaches into its employees, preparing them for future leadership roles.⁵

The companies in these examples are massive, and the initiatives described extend beyond the HR department, but they still serve as a testament to the importance of forward-thinking succession planning for companies of all sizes.

HR and Organizational Effectiveness and Agility

HR’s influence extends to enhancing organizational effectiveness, ensuring that the right people are in the right roles at the right times. This involves adopting new organizational models that promote agility, such as transforming traditional hierarchies into empowered teams that respond quickly to business needs. HR’s role in this agile transformation is multifaceted, touching on aspects from performance management to capability building.

Overcoming Barriers

Transforming HR from an administrative support function to a strategic partner is not without its challenges. Resistance to change, outdated processes, and a lack of managerial support are just some of the hurdles HR executives face. To overcome these, HR must demonstrate the ability to innovate, adapt, and operate with a strategic mindset. They need to invest in the right technologies, foster strong relationships with business leaders, and provide actionable data insights that drive strategic decision-making.

Actionable Steps for HR Leaders

To evolve into strategic partners, HR executives should:

Advocate for Technology and Process Improvement: Embrace innovative solutions to automate administrative tasks and free up time for strategic initiatives.

Foster a Strategic Mindset: Align HR initiatives with business goals, demonstrating how they contribute to the organization’s success.

Promote a Culture of Engagement and Inclusion: Create environments where employees feel valued, leading to higher performance and satisfaction.

Drive Data-Driven Decision Making: Utilize analytics to inform HR strategies and measure their impact on the organization.

Cultivate Leadership and Development: Implement comprehensive talent management strategies to ensure a future-ready workforce.

The transformation of HR from an administrative function to a strategic role is a significant shift in the business landscape. By influencing company culture, engaging in succession planning, and enhancing organizational effectiveness, HR executives are not just supporting the business — they are actively directing its growth and ensuring its resilience in a rapidly changing world.

Cited Sources

1 Group, Sapient Insights. “Sapient Insights Group Releases the 26th Edition of Its Annual HR Systems White Paper Report.” LinkedIn, October 10, 2023. https://www.linkedin.com/pulse/sapient-insights-group-releases-26th-edition-its-1f.

2 Komm, Asmus, Florian Pollner, Bill Schaninger, and Surbhi Sikka. “The New Possible: How HR Can Help Build the Organization of the Future.” McKinsey & Company, March 12, 2021. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-new-possible-how-hr-can-help-build-the-organization-of-the-future.

3 “Bring Your Whole Self to Work: Whole Foods Market Careers.” Whole Foods Market, September 7, 2023. https://careers.wholefoodsmarket.com/global/en.

4 Forsdick, Sam. “Succession: Four Real-Life Business Power Struggles That Put the Show to Shame.” Raconteur, March 24, 2023. https://www.raconteur.net/leadership/best-and-worst-business-successions.

5 Apple University: An iconic succession plan. Accessed March 1, 2024. https://sigmaassessmentsystems.com/wp-content/uploads/2020/09/Apple-Case.pdf.