Entering a new role always involves feeling pressure and stress, particularly when you are entering a senior managerial post. Even if you already have experience in your field, you will face a challenging period. That is why we are now going to focus on practical advice how to get started in the role of a Human Resources Director. The HR Review website warns: Get ready for the fact that other top managers may perceive you more as a representative of a very costly department rather than as a strategic partner.
1. Meet other top managers
Get in touch with the CFO, CTO or COO to clarify the deeper context of the corporate strategy. This will help you choose the key HR projects to keep and what projects should be cancelled.
2. Find out how top managers view HR
Focus on what they liked about the previous HR Director's work and what could be improved. Actively find out what image your department has in the company. Create a map of your key allies and influential people across the company. If possible, talk to your predecessor too.
3. Connect HR strategy with the corporate business strategy
Organize a workshop for senior managers who may help you map the current state of the corporate business strategy and define key priorities. Than create your strategy.
4. Study corporate promotional materials
These will help you identify the most important areas of your employer's business. If you are going to prove that HR is not only an administrative cost center, you have to know the company's business objectives in detail and understand their financial background.
5. Assess your team
Meet your subordinates responsible for various HR projects and focus on whether they are HR business partners focused on ROI. Consider organizing assessment centers to find out who your stronger and weaker team members are. Then decide what your next steps will be.
6. Examine key HR processes
This includes everything from rewards to education and performance management. Do these processes meet the current needs of the company and employees? Which of them generate ROI? Again, focus on aligning your strategy with the company's business strategy.
7. Find the highest costs in HR
Analyze costs in all HR activities and focus on how individual budgets support the overall strategy and what value they bring. If some processes do not provide business value, do not hesitate to cancel them.
8. Explore corporate talent management
Find out how the company manages talent and succession planning. Find out what the gaps are in talent management and focus on removing them. Get wider support for these activities from the top management.
9. Review cooperation with external partners
Make sure you understand why they were chosen and what each partner provides the company. Go through the agreements and evaluate what cooperation you will and will not want to continue with.
10. Use technology
Get to know the technologies currently supporting the work of the HR department and focus on what other solutions would be helpful. Cooperate with your IT department and director.
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