Tracy Jackson is the CHRO of Clutch.
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As human resources teams continue to look for ways to be viewed as key partners within businesses, there are opportunities for HR leaders to show leadership the value they and their colleagues bring to the table. According to 2022 research by Sage (an accounting, financial, HR and payroll technology provider for small and mid-sized businesses), “over 60% of business leaders still see HR’s role as administrative.” But this view is misguided. Executives must view HR as an integral strategic partner in any company's growth and scaling efforts.
By taking certain steps, HR leaders can show their executive teams the value that their department brings to the table as their companies grow and scale.
1. Stay On Top Of Employment Trends
It’s vital that HR leaders are well-versed in all the applicable employment laws in their jurisdictions. After all, companies need to remain compliant. But HR teams should not limit their learning to employment laws. They should also stay on top of employment trends.
As companies grow and scale, they need to hire talented employees who will be able to iterate and innovate. Companies that are aware of what the workforce wants and that take action accordingly are more attractive as employers. For instance, research by Forbes Advisor on the workplace benefit trends that different generations want in 2024 revealed that “an overwhelming 79% of respondents prioritize flexible work options, with 64% highlighting the need for flexible parental leave and 62% emphasizing access to mental health resources.” If a top candidate who values flexible working arrangements, flexible parental leave and access to mental health support is evaluating two job offers—one from a company that has those benefits and another that doesn’t—they’re likely to pick the company that has those benefits.
HR leaders should regularly set aside time to brush up on employment trends and encourage their team members to do the same. HR leaders can even organize lunch and learns and discussion groups where their team members gather together to discuss trends and opportunities and incorporate new ideas into the workplace.
2. Update Policies And Standard Operating Procedures
Companies that are growing and scaling may no longer be served by the policies and standard operating procedures (SOPs) they began with. Instead, they’ll likely have to embrace evolution to match the growth of the business. If they don’t, the business can open itself to a host of risks and liabilities.
HR professionals should be proactive about updating their companies' policies and standard operating procedures. They should regularly meet with executives and managers to analyze changes in the business and pinpoint the policies and standard operating procedures that need to be refreshed to align with those changes. These SOPs should be easily replicable so there’s not a single point of failure within a team or the organization as a whole.
3. Focus On Culture, Not Just Skills, When Hiring
Hiring is an important process within SOPs. When thinking about their hiring best practices, HR leaders should consider emphasizing the importance of focusing on culture, not just skills.
It’s a given that employers want people with the right skills to fill roles. But the right skills don’t translate to the right fit. For instance, a developer can know all the programming languages listed on a job application, but if they work best in very structured work environments, and the employer has an unstructured work environment, then they are unlikely to thrive there. By knowing what their companies’ values are and asking culture-focused interview questions, HR leaders can maximize the chances of hiring people who can thrive, not just survive, at work.
4. Incentivize Employees
Getting the right hires is important, but equally important is retaining them. Companies that are growing and scaling can’t afford to lose top-performing employees. Top talent resigning can stall a company’s progress.
HR teams should create employee incentive programs that will engage and reward employees. The right reward systems can not only motivate employees but also encourage good behavior. People shouldn’t feel like they have to cut corners or act unethically to move up in a company.
5. Meet With Executives And Employees
Many factors go into creating a positive workplace, but one of the most helpful steps I’ve found is meeting with executives to understand their pain points and career paths.
Each month, we have an all-day meeting as an HR team. I bring in an executive from another department in the company to discuss their daily tasks, update us on what’s happening with their department, share any challenges they and their colleagues are facing and walk us through their career journey—how they got to where they are today. They also give us feedback about how well we’re supporting their department. These discussions help me and my team get a deeper understanding of that field and help us better serve that department, as well as candidates when we have to hire for that department. I recommend that all HR leaders consider regularly touching base with the executives at their organizations.
Additionally, HR leaders and their teams should prioritize meeting with their employees. If the size of a company permits, I advise meeting with each employee at least once a month to check in with them and get their feedback.
6. Keep A Pulse On Customers
Customer service and experience aren’t typically tasks delegated to HR, but in my view, HR should keep a pulse on customers to the extent possible.
When the HR team understands the needs and wants of its company’s customer base, when it knows what kind of feedback customers are giving, it can better guide the company internally, giving employees the resources they need to better serve customers. For instance, if HR notices that many customers are complaining about unclear communication over email, it can organize email writing sessions or look into implementing a writing assistant tool that can help employees communicate more clearly with customers.
When HR Focuses On Serving Others, It Can Help Companies Move Forward
The foundation of HR is serving people and supporting them so they can reach their goals. HR professionals need to understand employees’ needs and wants. With that knowledge, they can help employees find solutions to challenges that arise.
Ultimately, when HR professionals focus on serving others, they can function as true partners for leadership during corporate growth and scaling phases—and help companies move forward.
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