Pankaj Kumar Patel 💫’s Post

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 Business Partner - What should this role really cover? 💼 The HR Business Partner (HRBP) title is used everywhere these days, but are we seeing it applied correctly? In some organisations, the title is given to roles that feel more advisory or operational, while true HRBPs should be at the forefront of strategic decision-making and business transformation. I'm curious to hear your thoughts: 🔹 What responsibilities should an HRBP have? 🔹 At what level should this role sit within the business? 🔹 How can we ensure the HRBP role doesn't get diluted into something it's not? Let's discuss what the HRBP role should look like and why it's crucial to get it right. #HR #HRBusinessPartner #StrategicHR #HumanResources #Leadership #PeopleStrategy #WorkplaceTransformation

Do you think hiring a consultant means losing control of your HR practices? Not at all! A good HR consultant acts as a partner, offering expertise and guidance while respecting your company’s unique needs. Collaboration, not takeover! #HRConsulting #Leadership #MythBusted #AmritaDesai #Skillsbucket

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

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!

The #1 HR Mistake Companies Make🚨 As a Strategic HR Management Consultant, I see one mistake more often than any other: “Failing to align the HR strategy with Business Goals” 🔑 Too many organizations treat HR as a "support function" rather than a key driver of growth. But here's the thing: Strategic HR should be the heartbeat of your business—from talent acquisition to retention, organisational culture to performance, Team Well Being and Mentality, Internal system and Processes 🛑 When HR isn't aligned with business objectives, you’re leaving growth on the table. Here’s the Kicker : It's easy to fix. The solution lies in: 1. Talent Strategy: Hire for both current needs and future potential. 2. Leadership Development: Equip your leaders to drive change, not just manage it. 3. Data-Driven Decisions: Use analytics to make smarter, not gut-feeling, decisions. 💬 Let’s discuss: How aligned is your HR strategy with your business objectives? Drop a comment or DM me— coz that’s what my expertise is in, helping you fine-tune your organisation.. #StrategicHR #TalentManagement #BusinessGrowth #Leadership #HRStrategy #HRConsulting #DataDrivenHR #BusinessSuccess

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.