Create Cross-Team Connections and Considering Additional HR Options to Maximize Your Team
The HR field is expanding quickly. Already, HR is comprised of over 20 different disciplines, and most of them become relevant very early in a company’s life cycle, from the point of having just 10-20 employees. On top of that, HR managers need to understand and react to an increasingly complex regulatory landscape. For example, 10 years ago, there was exactly 1 city or state that required paid leave for employees. At the end of last year, that number had increased to 38. And that’s projected to grow.
In addition, the nature of regulation is getting more complicated. Take a conventional HR issue like minimum wage. With municipalities getting involved, HR leaders now need to track separate sets of minimum wages, and determine which ones apply to which employees. HR leaders are also having to adjust to shifting workplace dynamics. Technology and changing workforce demographics are altering the relationship between employer and employee in critical ways.
This landscape creates a stressful and overwhelming environment for your HR leader. The problem is that there is little room for error. And it takes more than a single person or department to make this all work. To set your HR leader or team up for success, you need to create cross-team connections. Cross-train your company leaders and managers on key HR issues so they’re empowered to help facilitate the HR programs, policies, and practices your HR team is putting into place. Having all HR concerns run through your HR team isn’t scalable. You need to build some HR proficiency in all parts of the business, so your HR leader can focus on achieving the outcomes and refining the processes, rather than simply maintaining and administering them.
Becoming an HR advocate means doing what’s best for your organization. By understanding the pivotal ways HR can and should align with the larger business objectives, you can prioritize HR on your agenda and in your budget. That means you can better evaluate the investments you want to make, and keep the team focused on the programs, practices, and policies you put in place.
It also reassures your HR department that you’re committed to their success — along with the success of the overall organization — which is a great motivator when exploring additional resources to enhance and improve the skill level of your internal HR team. If you choose to bring in outside reinforcements, you acknowledge to your HR team that HR as a whole is getting more and more complicated, and the extra help is aimed at supplementing their expertise. It will enable them to focus on moving HR forward (rather than just maintaining). It’s a great way to set the foundation for a productive relationship. The truth is that if the outside expert is doing their job, the HR leader will feel more empowered and energized than they ever have been.
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