Alex Edmans’ Post

I’m tired of the acronym debate in HR and spending time on what the profession should call themselves. The profession is evolving, like all others, as the world of work evolves and we progress. But is Finance getting all hot under the collar about what to call themselves this year? There is so much important work to do. One thing I do know is that we, YOU are Resourceful Humans! You can't do everything all at once, nor can you please everyone all the time— and that is not the goal to strive for. But you can deliver sustainable business results through people that thrive, with the right strategic approach. Shifting to a strategic HR mindset isn't just about what you do; it's about leveraging what you know. With responsibilities spanning from Business Partnering to Executive Coaching and everything in between, it's crucial to focus on activities that deliver the highest impact and ROI. Ask for help with the rest. That might be automation, outsourcing or developing current talent. But as a wise woman said to me, help is everywhere. You just have to ask, and receive it when it’s given. You're a resourceful human, not just a resource. ********************************************************* Reach out to find out the 3 ways I can support you. And if we aren't the right match then I have hundreds of talented Experts, Consultants, Coaches and Collaborators in my network that can help you! #HRforHR #LevelUpHR #strategichr #hrleadership #HRBP #CHRO

I’m tired of the acronym debate in HR and spending time on what the profession should call themselves. The profession is evolving, like all others, as the world of work evolves and we progress. But is Finance getting all hot under the collar about what to call themselves this year? There is so much important work to do. One thing I do know is that we, YOU are Resourceful Humans! You can't do everything all at once, nor can you please everyone all the time— and that is not the goal to strive for. But you can deliver sustainable business results through people that thrive, with the right strategic approach. Shifting to a strategic HR mindset isn't just about what you do; it's about leveraging what you know. With responsibilities spanning from Business Partnering to Executive Coaching and everything in between, it's crucial to focus on activities that deliver the highest impact and ROI. Ask for help with the rest. That might be automation, outsourcing or developing current talent. But as a wise woman said to me, help is everywhere. You just have to ask, and receive it when it’s given. You're a resourceful human, not just a resource. ********************************************************* Reach out to find out the 3 ways I can support you. And if we aren't the right match then I have hundreds of talented Experts, Consultants, Coaches and Collaborators in my network that can help you! #HRforHR #LevelUpHR #strategichr #hrleadership #HRBP #CHRO

As we step into 2024, Dr David Oxley and Dr Helmut Schuster share insightful resolutions for HR leaders in their article in HR Director.  From the perspective of Chief Human Resources Officers transitioning to CEOs, the two authors identify these foundational dimensions crucial for creating exceptional HR functions. Let's get straight to the essentials: - Break free from narrow specialities. - Cultivate T-shaped career paths consciously. - Emphasise business acumen for HR leaders. - Promote judgment over excessive processes. - Prioritise pragmatism over perfection. - Foster seamless collaboration between CEO, CFO, and Head of HR. - Initiate hierarchy-busting initiatives. - Cultivate an ego-free environment within HR. - Champion purpose-driven work. The authors underscore the transformative potential of great HR functions in contributing to organisational success and urge boards to consider these resolutions for optimal HR performance. Are there any of the above resolutions that my fellow HR professionals will take into 2024? https://lnkd.in/gmSTS9QR #HRLeadership #NewYearResolutions #HumanResources2024

𝗬𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘀𝘁𝗮𝗻𝗱𝘀 𝗮𝘀 𝘆𝗼𝘂𝗿 𝗺𝗼𝘀𝘁 𝗶𝗻𝘃𝗮𝗹𝘂𝗮𝗯𝗹𝗲 𝗮𝘀𝘀𝗲𝘁. We inherently value what we hold dear, and in that light, our team members deserve our utmost regard. 𝘐𝘵'𝘴 𝘢 𝘣𝘰𝘭𝘥 𝘥𝘦𝘤𝘭𝘢𝘳𝘢𝘵𝘪𝘰𝘯, 𝘢𝘭𝘣𝘦𝘪𝘵 𝘰𝘯𝘦 𝘵𝘩𝘢𝘵 𝘭𝘢𝘤𝘬𝘴 𝘴𝘱𝘦𝘤𝘪𝘧𝘪𝘤𝘪𝘵𝘺. To truly value our workforce, we must prioritize their well-being. This entails furnishing them with the necessary tools, resources, support, and guidance to foster their success. 𝘜𝘯𝘥𝘰𝘶𝘣𝘵𝘦𝘥𝘭𝘺, 𝘵𝘩𝘪𝘴 𝘪𝘴 𝘯𝘰 𝘴𝘮𝘢𝘭𝘭 𝘧𝘦𝘢𝘵! Your strategic approach should involve assessments and coaching aimed at ensuring each individual is in a role that aligns with their capabilities and provides the requisite physical, mental, and emotional support to attain both personal and organizational objectives. Collaborating with a skilled HR consultant (lacking one? - Let's have a discussion!) to develop a robust people-focused plan is imperative. Both your employees and your bottom line will reap the rewards of such an investment. #GLP #HRConsulting #HR

I spent a significant part of my career in HR. In particular, I enjoyed nine years as part of bp’s Executive Team - to rethink both its culture and processes. This was a key priority for the company, post-GOM. I found it encouraging and inspiring how the HR team pulled together and rose to the challenge. At the time, I reflected a lot about the role of an HR function, and a recent conversation with a prominent Executive Search Executive confirmed my view at the time - progress has stalled in the world of HR. There is still lots to do in order to build truly great HR teams. The biggest missing piece is that, in many HR teams, there is a noticeable lack of pragmatism and commercial focus. Many boards shift from spending most of their time on remuneration to investing more time and focus on succession and culture. I hope they will find this article as useful as HR people themselves! #HR #People #Leadership #Board #CEO #Culture #Business #Succession #bp

I think the priority for HR leaders in the year ahead will be talent management and retention.

Fall is my favorite time of year. Professionally, it’s when I reflect on all the great things the current year brought while preparing for the year to come. This article has been part of my process the last few years. Written in 2008, it forecasted well where HR was heading. For those that don’t know, in 2020, I took a radical risk and left a successful operations career that was built from 20 years of L&D, retail management and leadership experience. I literally entered HR as an hourly generalist after managing millions of dollars in revenue. I had worked for the hottest Fortune 100 names and the #1 private fitness organization as well. No one I knew understood what I was doing and most everyone discouraged it. Then right as I was beginning to think everyone was right - the pandemic hit. But it has all been worth it and paid off. Mainly because of my love for all things business AND people. It’s not either, or. As HR continues to evolve, we need more people in the industry who think this way. Gone are the days where administrative tasks and interpersonal office savvy ruled the day. We are business strategists and operators too, using technology and so much more to help transform organizational success. If you’ve ever been interested in HR, or you’re simply reflecting and deciding it may be time for change, the type of change that’s scary to think of and even harder to implement, this article may have something to help you get started. What’s most important is getting started. Happy Q4! You got this.

These are great resolutions, and the best one for HR professionals heading into a new year is: HR leaders must possess business acumen. We hate it when HR is dismissed as a ‘soft skill’ function. There is nothing soft about a world class HR function. HR people, particularly CHROs, need to identify as businesspeople, confident to participate in broader business debates. #HRMeansBusiness #HumanResources #HRBestPractices

Today, Stefan Stern, a visiting professor at Bayes Business School, City, University of London, wrote in the Financial Times on how to save HR from itself (https://lnkd.in/eSFMiUmf).   The HR’s agenda has never been more daunting than it is in 2024. In addition to their normal workload, HR directors have been dealt a full hand of #challenges that have a direct impact on a company’s ability to recover and #grow. Following five are the key challenges most HR directors of Chief People Officers (#CPOs) facing. Each of these challenges intersects with the others, but solutions to one can help the others.   1.   Managing a return to workforce growth. 2.   Reskilling and upskilling employees. 3.   Revamping old HR systems and processes. 4.   Recharging employee engagement and productivity. 5.   Addressing urgent diversity, equity, and inclusion issues.   So, how should HR directors and CPOs approach these challenges? CPOs are standing at essentially the same crossroads that #CFOs were, beginning in the 1980’s. Back then, CFOs were focused on accounting, controls and preparing financial and tax statements. Fast-forward to today and the corporate bean-counter of old has become the CEO’s closest partner in driving #strategy — and increasingly a candidate for the top job. How did this happen and what can be gleaned from it to inform the transformation of the CPO? Here are four suggestions: -   1.   Don’t go it alone. Enlist the CEO/COO as a co-sponsor, source of funds, etc. 2.   Get advice from peers. 3.   Bring in external expertise and horsepower. 4.   Use your company’s strategy to help you set priorities and command attention from the CEO and others in top leadership.   CPOs/HR directors in 2024 have a lot to accomplish, but never before has their office been so critical and relied on to maximise not just talent performance, but enterprise financial performance as well. And for those who lead HR functions, there’s additional opportunity to positively impact rebound and growth by relentlessly focusing on people, modern process and performance matrices.

These are great resolutions, and the best one for HR professionals heading into a new year is: HR leaders must possess business acumen. We hate it when HR is dismissed as a ‘soft skill’ function. There is nothing soft about a world class HR function. HR people, particularly CHROs, need to identify as businesspeople, confident to participate in broader business debates. #HRMeansBusiness #HumanResources #HRBestPractices