Want to boost your business? Invest in Your HR Leadership

I’ve been there…you’re hesitant to ask for permission to attend that seminar, conference or other professional development opportunity. Why? Well, no one likes to be rejected and let’s face it, HR budgets are tight.

And perhaps there’s part of you playing into the rhetoric that HR is “less important” than product development or revenue generating functions. Well, nothing could be further from the truth. This blog is for both HR leaders and their manager, whether that’s the head of HR, CEO or some other member of the C-Suite.

HR Leaders, I will outline why investing in you will have an exponential impact on the business so you can use these talking points the next time you approach your manager on a personal development opportunity you’d like to pursue.

And to the folks who directly manage HR professionals, for heaven’s sake, please invest in your people and start with your HR team…they are the weathervane for the rest of your organization and can really influence your long-term trajectory. Make that investment regularly, and often…you won’t regret it!

Investing in your HR leaders can have a bigger return on investment (ROI) than other functions. After all, HR leaders are responsible for managing and developing your company’s most valuable asset – your people!

By investing in HR’s training, development, and generally supporting the important work they do (more than just lip service), you can create a culture that attracts, retains and develops top talent, leading to a significant impact on the bottom line. Whether you realize it or not, all your employees look to HR to gauge the company culture and overall working environment. If your HR leaders are supported, developed and generally well taken care of, they will extend that same level of support, development and care to the rest of your employees, hence their exponential impact.

Let me outline a few specific areas where HR has a wide-reaching impact on your organization:

Increased Employee Engagement & Retention: HR leaders are highly influential in creating and fostering a culture of high employee engagement and retention, which is critical to the success of any organization. This involves providing employees with opportunities for growth and development, recognizing and rewarding their contributions, and creating a positive and inclusive work environment. A culture of engagement and retention can lead to increased productivity, reduced turnover costs, and a better overall company culture.

Improved Talent Acquisition and Onboarding: HR leaders are instrumental in the recruitment and onboarding of new employees. Investing in their development can lead to improved recruitment strategies, more efficient and effective hiring processes, and better onboarding experiences for new hires. These improvements can lead to better quality hires, faster time-to-productivity and reduced turnover rates.

Increased Employee Performance and Development: HR leaders play a crucial role in the development of employees’ and leaders’ skills and abilities. Investing in HR can lead to more effective training programs, performance management processes, and leadership development initiatives. These improvements can lead to higher employee performance, increased productivity, and better alignment with company goals.

Mitigated Company Risk: HR leaders are also responsible for managing risk and ensuring compliance with employment laws and regulations. Investing in their development can lead to better risk management processes, more effective compliance programs, and improved legal compliance. These improvements can reduce the risk of legal and regulatory penalties, protect the company's reputation, and ensure a safer and more equitable workplace.

At the end of the day, your HR leaders have the greatest influence over your most valuable asset – your people. How they feel about their own employee experience will reflect in their work with your entire workforce. And their job is to continually innovate and develop programs to create a culture that attracts, retains and develops your key differentiator – your top talent. And what business leader wouldn’t want that?

So, the next time your HR leader approaches you with a course they would like to take, a seminar or conference they’d like to attend, or coaching that they’d like to receive, please don’t look at the cost as a significant expense, but rather a smart investment in not only the individual, but in your organization’s long-term success.

And if your HR leader is not approaching you (for whatever reason), bring it up in your next 1:1. Ask them what they’re doing to develop themselves and offer and encourage them to find opportunities for development both inside and outside of your organization. Make sure they know that you want to invest in them and set a quarterly budget that’s proportional to (or even greater than) what you might spend on a leader in your product team or revenue-generating function.

Trust me, the dividends will be greater than you can even imagine!

Do you or your HR leader need support in making their transition to the next level? Perhaps they’re approaching the C-Suite and need to adjust their approach to take a bigger and broader business perspective? Or perhaps they need a confidence boost by having someone by their side who’s been there, done that? As an HR Expert and Leadership Coach, I work with HR Leaders, helping them increase their impact while minimizing their risk of burnout.

Schedule your HR Leadership Breakthrough Session and we’ll see how I might best help you or your HR Leader.