HR Strategy:
Is your team delivering
strategic value?
Kristen Carroll
Director, Talent Management
Elliot Health System
President/Principal Consultant
Talent Management Strategies
www.talentmgmtstrategies.com

Personnel Department

“Why We Hate HR”
By Keith H. Hammonds
Source: http://www.fastcompany.com/magazine/97/open_hr.html
HR people aren’t the sharpest tacks in the
box.
HR pursues efficiency in lieu of value.
HR isn’t working for you.
The corner office doesn’t get HR (and vice
versa).

Common Perceptions
HR is disconnected from the business
HR functions in a silo
HR does not draw the best and the
brightest
HR is weak
HR is all about paper/lacks technical savvy

Where do you rank?
Does your top HR leader report to the
CEO?
Are HR reports and metrics reviewed
and analyzed? Do they drive the
company’s talent strategy?
Do you have a talent strategy?
Do you have a compensation
philosophy? Was it driven internally?
Is the top HR Leader involved in decision
making for C-level searches?

Speaking the Language of
the Business
Monetary measurement of all components of HR
Data driven indicators
Utilizing technology effectively
Development of key metrics and statistics
Making a business case for all HR matters
Identifying and implementing proactive solutions
related to people and talent
Publically celebrating wins

W.W.S.P.D.?
(What would a Strategic Partner Do?)
1. The Senior Team/Board outsources compensation
analysis for all VP level and above roles. The data is
consistently out of line with accepted market data, and
creates compression issues with Director level roles.
Additionally, the compensation philosophy of the
outsourced agency does not match that of HR.
2. The Senior Team/Board proceeds against the advice
of HR and retains a CEO who has been accused of
multiple sexual harassment charges, which appear to
be substantiated.
3. The Finance Dept. convinces the CEO that the 20 MM
spent on overtime during the past year is all related to
recruitment issues. The CEO assigns the
organization’s goal of reducing OT to HR.

A Strategic Partner…
…identifies solutions, not just problems.
…understands and helps drive business
goals and financial objectives.
…is a mentor to senior leaders.
…doesn’t just implement changes, but
creates them.
…is an effective, strong, determined
leader.

Contact Info
Kristen Carroll, President/Principal Consultant
KristenCarroll@talentmgmtstrategies.com
Main Number: 857-540-1610
www.talentmgmtstrategies.com