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Recently, a colleague in the HR space had asked me to help her get candidates to fill an HR Manager role in an international organisation in Ghana. She emphasized that, the ideal candidates must have strategic
orientation to HR practices. According to her, the candidates they had interviewed earlier were more operational and administrative inclined than strategic and therefore could not meet their expectations.
The transition from operational HR to strategic HR involves a shift in the role of HR professionals from a transactional and administrative focus to a more strategic and value-adding function within the organization. Operational HR is primarily concerned with tasks such as payroll, benefits administration, and compliance with employment laws, while strategic HR is focused on aligning HR practices with the organization’s strategic goals and objectives, developing talent strategies, and measuring the impact of HR on business outcomes.
This shift requires HR professionals to develop a deeper understanding of the business and industry, build strong relationships with stakeholders, and use data to inform decision-making. Unfortunately, a lot of HR professionals are yet to develop professional competencies to function at the strategic level of HR practice following the shift from operational HR to strategic HR. To reposition themselves for strategic HR roles, HR professionals can implement the following professional development steps:
- Develop an understanding of business beyond the HR function
HR professionals need to understand business operations, business finance, and business goals to develop relevant HR strategies that support the organisation’s strategic objectives.
- Stay up-to-date with trends in HR and industry
Staying informed about the latest trends in HR and the business environment in general will help HR professionals develop innovative HR practices that can add value to the organization in the changing times.
- Build strong relationships with stakeholders
Developing strong relationships with stakeholders within the organization will enable HR professionals to have a better understanding of their needs and perspectives, which is crucial when developing HR strategies that aligns with business strategies.
- Develop data analytics skills for decision making
Globally organisations are relying on data for decisions other than subjective opinions. HR professionals should develop data analytics skills to be able to analyze data to make informed decisions about HR strategies as well as measure the impact of their HR initiatives.
- Develop strong leadership skills
Strategic HR management is about managing change related to people and culture in an organisation. To be effective in strategic HR roles, HR professionals need to develop strong leadership skills to be able to inspire and motivate employees, as well as influence senior executives for effective change management.
- Upskill through relevant education and training
Competencies required to be effective in strategic HR roles are different from that required for operational HR level. HR professionals must therefore pursue relevant education and training to enhance their competencies in areas such as business, leadership, strategy, and analytics. This may involve attending conferences, pursuing certifications in HR, or enrolling in relevant HR/business related degree programmes.
By adopting a more strategic approach, HR can become a key driver of organizational success and a valuable partner to senior leadership. HR professionals can position themselves for strategic HR roles and demonstrate their value to the organization by taking the steps above.
EMMANUEL WOYOME
Career Coach, HR Specialist & HR Certification Instructor
Founder, Strategic Professionals in HR (SPHR Global)