Andy Brady’s Post

The title of HRBP (Human Resource Business Partner) is intended to signify a strategic role where HR professionals work closely with business leaders to align HR initiatives with business goals. However, if management is not allowing HRBPs to be involved in business operations it can undermine the purpose of the role. This might happen due to a lack of understanding of the HRBP role, organizational structure issues, or a gap between HR and business leadership. In essence, for HRBPs to be effective, they need to be empowered to contribute to business decisions, not just manage HR functions.  #HR #HRBP #Business #Goals #Performance #Reviews

The title of HRBP (Human Resource Business Partner) is intended to signify a strategic role where HR professionals work closely with business leaders to align HR initiatives with business goals. However, if management is not allowing HRBPs to be involved in business operations it can undermine the purpose of the role. This might happen due to a lack of understanding of the HRBP role, organizational structure issues, or a gap between HR and business leadership. In essence, for HRBPs to be effective, they need to be empowered to contribute to business decisions, not just manage HR functions.  #HR

THIS. Making a real impact requires a direct relationship with the CEO or senior leader of any organization.

The role of ‘HR’ has evolved as we continue to recognise that engaged people thriving in their roles leads to organisational success. 🎯 HR as a strategic role is such an important message to send - that people and culture are aligned with business vision and goals. 👊 #peopleandcultureatthetable #valueyourculture #alignedpeoplestrategyequalssuccess

I fully agree. HR is no longer just about compliance—it’s a strategic partner that should report directly to the CEO. When HR reports elsewhere, it weakens the alignment between people strategies and business goals. Having HR at the leadership table is essential to driving culture, engagement, and organizational success.

Listen up! You will lose your HR talent if the Head of HR, P&C, Employee Experience, or whatever your organisation calls the People function - is not reporting to the CEO. Could you make sure your HR leader reports directly to the CEO? If not - why not? It is almost always on the checklist of every senior person looking for a new opportunity. HR is no longer about ticking boxes and making sure that everything is compliant - it is that and soooo much more. Reporting to the CFO or Operations lead sends the wrong message and inevitably will change the focus of the People Strategy. The HR person at the top needs to have direct insight and knowledge of the organisation's direction. This ensures that HR can align itself with the business goals and objectives. Placing the HR leader with the leadership team also shows that you value the team and culture of your business. #evp #engagement #leaders

Great perspective. I am completely onboard with this outlook. Excluding HR could mean missing out on key opportunities that could benefit the business. Decision makers need to realise that HR is there to support the employees with the ultimate goal to bring value to the business and point the employees in the direction that leads to a win win for both them and the business.

ideally should report to CEO however reporting dosnt matter for a Success CHRO what matters ? 1. Your Deliverables ( CHRO’s Competence ) 2. Free hand to operate ( Professional Bosses to CHRO ) that’s it , Period!

Dear Future HR leaders, As we aspire to become the change agents in the HR profession, it is imperative that we cultivate an HR mindset that embodies best practices and empathy towards all HR-related matters. In my 13 years of experience, I have observed that the key to transforming HR lies in having a genuine HR mindset, which unfortunately is lacking in many practitioners today. An HR mindset is simple yet powerful - it involves approaching every HR issue with the same level of care and attention that we would expect as employees or owners of an organization. It demands that we treat each concern seriously and handle it with the finesse of people management. By embodying this mindset, we can bridge the existing gap between executives and HR leaders, and earn the trust of all stakeholders. Feel free to share your thoughts and opinions on this topic. Together, we can drive positive change in the HR profession. #HRLeadership #HRMindset #PeopleManagement #HRTransformation #LinkedInPost

HR ORGANISATIONAL INFLUENCE | An area which many HR leaders seek across all organisations big, small, regional or global. One critical facet of HR is ensuring that HR leaders and teams are fully aware of the commercial drivers of the business – intimately. I like the below model; it can demonstrate so much information in quite a simplistic outline. The process of surfacing, reviewing and understanding this information will present a clear picture to how HR can provide commercial value, strategic value and become an organisational influence. Of course, there are other aspects to building influence, however this will propel one the furthest… I was once asked – many, many, many years ago within my first Senior HR role; “Do I know how many services and products need to be sold to pay my annual salary?” It is a question I found the answer to, and is one I now ask emerging and even established HR leaders today… #leadership #humanresources #culture #recruiting #talent #business #consulting #innovation #strategy #planning #transformation #financialmangement #projectmanagement #networking #success #inspiration #coaching #peopleandculture #skills #resilience #personaldevelopment #emotionalintelligence #learninganddevelopment #careeradvice #changemanagement #mergersandacquisitions