Grow Your HR Strategic Consulting Skills

I’ve been thinking about Human Resources and strategy and the level at which I should be able to expect an HR Generalist to contribute. A potential client called last week who works in organization development for her corporation.

The HR staff has mostly been centralized for economies of scale and better service, but there are still HR Generalists and Assistants at field locations.

She’s been asked to figure out how to help the field staff become more strategic, focused on the bigger picture, and consultative in their roles. Currently, most have a focus on the transactional and administrative aspects of their jobs. The OD person has consulted with their customers in the field locations and finds they want much more than the transactional from the staff.

The field staff reports to the centralized HR Director and they have dotted line reporting relationship to the leaders of their field locations. Some locations have implemented a performance management system and some have not. So, finding ways to help the HR Generalists become more strategic will be a challenge.

Fortunately, the changed expectation can come from their centralized boss. That’s the first step. The challenge is how to give them the training, tools, and assistance they need to make the transition. I’ve worked with a group to do this HR skills transition and development process. I’m looking for additional tips and tools that all of us can use.

Have you helped HR staff members become more strategic and less transactional? If so, how’d you do it. Share your secrets.

More About the HR Strategic Role

• The Role of the HR Professional.
• How to Get a Seat at the Executive Table.
• HR as Product: Be the Brand of Choice.
• Human Resources Generalist Job Description.

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