In the last decade, high-performing organizations have risen to the challenge of working more strategically to support organizational objectives, demonstrating the value of talent initiatives, and collaborating more closely with functional teams in the organization. They’ve also seized upon a vital asset within their organization to create a competitive advantage: their people managers.
However, most organizations must do more work to manage the evolving relationship between HR and internal stakeholders. What needs to change? And why is right now – in the midst of a global pandemic – the time for a strategic reset?
To increase legitimacy with people managers – especially those in operations or on the frontlines, far removed from a corporate office – HR must become fluent in communicating how it drives business value, in particular, how better internal partnerships can enhance the employee experience and in turn, unlock better business outcomes.
We surveyed HR professionals at hundreds of organizations. Join us as we reveal insights from our latest study, including:
Clarify what makes a strong HR-business partnership
Share what HR capabilities are important for aligning talent and business strategies
Uncover how organizations are upskilling and reskilling their HR practitioners and their people managers to add value to the business and its people
Explore the different policies, processes, and practices of high-performing organizations – those ranked with the best talent and business outcomes – that draw internal stakeholders together and facilitate collaboration between people managers and HR professionals