How to create a HR department that works for employees, leadership, & the business

Every HR department has a wishlist of things they could improve.

Employees, managers, company leaders, board executives, and maybe even customers would each add their own frustrations to the list, too.

Keeping everybody happy as a HR leader is a near-impossible task, particularly when big-picture ideas for the workplace take a backseat to the day-to-day administration and extinguishing of fires.

This, however, is the biggest priority for any HR department: to align employees and the business, creating results that benefit everyone.

Better HR policies and practices lead to improved engagement, motivation, and satisfaction, in turn leading to greater productivity, efficiency, and quality, which then (hopefully) drives profitability for the business—but you knew that already.

How to set up your HR department for success

Just like snowflakes (the precipitation, not the ‘woke’ insult), no two HR departments are alike. Different company sizes, cultures, industries, and resources among other factors mandate different HR operating models.

That said, there is room for best practice. There have been several emerging HR operating models that have proved popular and impactful in recent years, including Gartner’s Agile HR model, Josh Bersin’s HR Capabilities, and KPMG’s pathfinders.

Each model suggests different structures and organizational design, and subsequent competencies or capabilities to consider. But consultancy models and blueprints aren’t for everyone, and some HR teams simply need a few best practices in place to begin running more effectively, and to gather more support from employees and leadership alike.

First and foremost, HR departments must recognise that their work will always be multi-faceted, facing all stakeholders within the business.