The nature of Human Resources has changed radically over the past 20 years. HR is no longer just about creating and implementing procedures for managing personnel. It’s about recruiting, retaining, developing and leveraging talent, and the skills required by HR managers and executives have evolved accordingly. HR professionals have gone from administering payroll and managing employee relations, to playing a core role in defining and delivering overall corporate strategy.
Helping deliver competitive advantage
In today’s fiercely competitive commercial environment, talent is the main lever by which companies can gain competitive advantage. So organisations of all sizes are placing a greater focus on measures to develop all their people to their full potential, and this is creating greater, more varied and more exciting challenges for HR executives and managers.
The role of HR has grown to meet the challenges of an ever-changing commercial environment. To keep pace with their competitors, organisations must find new and more flexible ways of working. They must be able to think outside of traditional frameworks and seek fresh ways to enable their people to reach their full potential. So these are exciting times for the HR sector, and in many ways, as firms decentralise and line managers pick up responsibility for a variety of people-based issues, HR managers have gone the other way, becoming more involved in the commercial decision-making process and strategy setting.
The ability to effectively manage talent is now critical to all organisations, which means exploring and understanding the abilities and potential of the people already on board, and developing that talent in line with the organisation’s evolving needs. Of course, a big part of HR’s responsibilities also lies in attracting new talent in an environment where the demand for the brightest and best has never been more fierce.
Implementing behavioural change
HR departments are increasingly being tasked with helping their organisations to implement behavioural change. As brand values run through all areas of an organisation, so individuals are expected to exhibit behaviours in line with these values. And once again, the responsibility for implementation falls largely at the door of the HR department. This is particularly important in organsiations where innovation is key to survival and success, and HR departments must facilitate innovation by giving individuals the freedom to express their creativity, and harness the outputs in a productive way.
Today’s successful HR leaders look and act very differently to the senior HR executives of 20 years ago. Organisations now need leaders who are less authoritative and more collaborative. They increasingly look for passionate, inspirational brand champions who coach and develop the team around them. They need leaders who can embrace, influence and manage change.
The evolving nature of the HR sector makes recruitment of senior HR managers and executives something of a challenge, because good past performance is no guarantee of success in a radically changed landscape. So senior HR recruitment requires the services of a specialist, an HR executive search firm with the ability to engage both with high profile executives and up-and-coming talent. As a specialist HR head hunter, Stone Executive has a network that spans the UK and beyond. Our experienced HR recruitment consultants have a deep insight into the requirements of diverse organisations, and boast a track-record of delivering on the most demanding of assignments.
Our close ties with leading employers and professional bodies provide us with a unique view of developments across a variety of industries. Through regular e-newsletters, we are able to share these insights with our clients and candidates, providing valuable news and information about their specific sectors.