In the age of digital citizenship and heightened economic awareness, the corporate Human Resources Department is no longer sanctioned to tactical functions. Rather, today’s dynamic marketplace requires HR to add organizational value as a vital, strategic business partner. Companies are demanding more from their investments than they have in the past, and the process of managing systems and delivering reactive responses has been retrenched.

1. EXECUTIVE INSIGHTS - BLOG
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The Strategic Value of Today’s HR
by
Kevin Belbin
Managing Partner – Human Resources Division
In the age of digital citizenship and heightened economic awareness, the corporate Human Resources
Department is no longer sanctioned to tactical functions. Rather, today’s dynamic marketplace requires HR
to add organizational value as a vital, strategic business partner. Companies are demanding more from their
investments than they have in the past, and the process of managing systems and delivering reactive
responses has been retrenched.
• Strategic Vision to Tactical Action
• Talent Acquisition to Benefits Administration
• Relationship Management to Organizational Structure
This shift of perception is revolutionizing the profession.
As an HR recruiting executive, I have seen the dynamic progression of the industry from that of a payroll and
benefits role, to a solutions-based, relationship management concourse. While there remains a strong need
for a recruitment function, organizations are gearing initiatives toward talent management and retention
strategies. From meeting the company’s revenue goals in tightened economic conditions to developing the
right human capital and effectively deploying resources, strategic HR has emerged as a key component in an
organization’s overall business success.
In top performing companies, office chairs are not thoughtlessly filled and critical positions are not replaced
by automated systems. The intelligent human factor remains. Effective HR teams play a pivotal role in
creating a map of what the organization will look like and where it’s headed. Through the development of
long-term process improvements and strategic HR recruitment functions, companies have become
increasingly attuned to the necessity of cultivating company culture and are focusing on one of their most
valuable assets – their people.
The genuine business value that HR brings to an organization is worth immeasurably more than setting a
competitive benefits strategy or facilitating ‘Jeans Day’ on Fridays. HR holds the responsibility of developing
and maintaining the recruitment process; attracting, hiring, training, motivating and retaining a company's
best employees. A voice in the organization that evaluates talent strengths and weaknesses, hiring
opportunities and economic investments, HR’s emergence as a strategic partner is an investment that should
not be compromised.
As an executive recruiter in the field of Human Resources, I’d like to hear how the changing roles and
expectations of HR have affected your company or your career.
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