Transforming HR from Business Partners to Business Makers

Transforming HR From Business Partners to Business Makers

Originally published on Forbes. Written by Anne Fulton, CEO and Founder of Fuel50.

The days of human resources being undervalued and underutilized are over. As the need to revolutionize talent management intensifies, HR professionals will be the driving force to create needed change.

Transforming HR from business partners to business makers is the ultimate key to making today’s talent revolution a success. Being an HR business maker is about taking charge of the organization’s strategic vision and aligning people, processes, and practices to drive positive business outcomes.

This forward-looking vision for transforming HR doesn’t mean just letting HR get a seat at the strategy table. It assumes HR already has a seat at the table and focuses on what HR will do with it.

How Can HR Drive Added Value to Their Organizations?

Research shows that there are key areas HR can focus on to add the most value to their organizations:

  1. Change Management. HR teams can prepare the organization for market changes and create an agile workforce equipped to deal with them.
  2. Diversity, Equity, Inclusion & Belonging (DEIB). DEI initiatives have become integral to creating a diverse and inclusive workforce. Over recent years, a sense of belonging has become an additional area for HR to focus on to build a work environment that is fit for the new era of work.
  3. Data Analytics. HR must start backing their decisions with data and analytics to prove their initiatives can have a meaningful impact.
  4. Organizational Culture. In today’s digital work environment, HR must prioritize creating a culture of connection, collaboration, mobility, and trust.
  5. Owner of Business Transformation. The need for business transformation has become a constant in our current work environment, and HR can be the ultimate key to successful business renewal and modernization.
  6. Digital Transformation. As technology continues to add value to both employees and organizations, HR must focus on how to use these technologies for good.
  7. Better Talent Allocation Through Talent Marketplaces. Connecting employees to internal career opportunities and skills development will be vital in keeping them engaged and satisfied. More HR teams are exploring talent marketplaces to support internal mobility and employee development.
Transforming HR

Transforming HR Can Break Its Misconceptions for Good

HR is faced with stereotypes and misconceptions, often being perceived as simply an administrative function largely responsible for hiring/firing employees, conducting performance reviews and disciplinary actions, and leading training and development initiatives.

HR offers so much more than that, and it’s time to rebuild its reputation and showcase the value it brings to the table. Consider the following ways to help break these misconceptions:

  • Demonstrate the broader role of HR
  • Be more innovative in acquiring talent
  • Be more transparent
  • Build an agile workforce culture
  • Focus on employee well-being
  • Embrace human-centric leadership and compassionate management
  • Remain up-to-date on new or emerging roles within HR
  • Support continuous personal development

Creating revolutionary change is a big undertaking, but the moment is ripe for this revolution. By transforming HR and embracing their role as business makers, organizations will have the means to thrive through the ups and downs of today’s unpredictable environment. That is when the value of HR will finally be recognized and celebrated by all.


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