In this episode of Lead to Soar, host Michelle Redfern is joined by Trina Sunday, founder of Reimagine HR, for a candid conversation about the need for a major overhaul in HR. Michelle and Trina unpack the shortcomings in traditional HR practices, including the “policy police” reputation, and discuss how HR functions must evolve to be effective partners in strategic leadership. They explore why HR often catches criticism, how changing workplace expectations impact HR’s responsibilities, and the skills gap preventing HR from meeting the needs of a modern workforce. From adopting design thinking to embracing proactive relationship-building, they advocate for a reimagined HR that better supports both employee well-being and organizational goals.

Episode Highlights:

Why HR Needs Reimagining: Trina explains that HR’s “policy police” reputation often undermines its credibility. The function frequently finds itself torn between advocating for leaders or employees, resulting in a perceived lack of alignment and strategic value.

The Dual Role of HR: Michelle and Trina discuss the unique challenge HR faces in balancing the needs of both employees and leadership. This "dual loyalty" requires HR professionals to demonstrate social intelligence, transparency, and consistency to foster trust on both sides.

Modern Skill Requirements for HR: To thrive in today’s environment, HR must master new skills, including data analysis, digital literacy, business acumen, and values-based decision-making. The need to focus on employee experience design and inclusivity is also highlighted.

Barriers to HR Transformation: Limited budgets, outdated perceptions, and a lack of digital resources hinder HR's ability to drive innovation. Additionally, traditional HR education often fails to equip practitioners with the modern skills necessary for impactful leadership.

The Role of Design Thinking in HR: Both Michelle and Trina advocate for using human-centered design to tailor HR practices to meet diverse employee needs effectively. However, they acknowledge that this is rarely part of traditional HR training.

Leadership Call to Action:

Reevaluate HR's Role: For senior leaders, clarify HR’s strategic role within the organization. Openly communicate this vision across departments to ensure alignment and mutual understanding.

Voice of the Customer Listening Tour: Encourage HR to regularly engage with both employees and leadership to understand their evolving needs. Use focus groups or one-on-one conversations to gain insights rather than relying on impersonal surveys.

Invest in Skill Development: Equip HR teams with critical skills such as business acumen, data literacy, and design thinking to address both organizational and employee needs proactively. Prioritize continuous learning, networking, and skill-building.

Embrace Proactive Communication: Transparent, values-driven communication is essential in building trust. Ensure HR consistently communicates decisions and expectations, maintaining clear, ethical standards.

Challenge Traditional Practices: Question outdated processes that hinder HR’s ability to be a proactive partner in the business. Shift HR’s focus away from compliance to prioritize collaboration, strategic input, and employee advocacy.

You can find, listen to and connect with Trina at:

http://www.reimaginehr.com.au/

https://podcast.reimaginehr.com.au/

https://www.linkedin.com/in/trinasunday/

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