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Everybody Needs a Little HR: Finding a Great HR Partner
Today marks the third installment of the ‘Everybody Needs a Little HR’ series, where Maria and Michelle delve into how to find a great HR partner to work with. So many great comments have come out of their previous discussions in this series demonstrating just how much leaders come to rely on their HR partners. It is of paramount importance then, that they choose a great one, and this is the episode that lays out all you need to know to work towards that.
They begin by highlighting the shift in perspective that many leaders need to make in terms of the roles of HR, knowing when to bring in HR and the reasons behind that decision, and exploring the notion that HR actually serves the greater good rather than one employee group or another. They also boil down the key components to look for in a great HR partner and share some quality questions to ask when filling HR roles. As they state, ‘HR is a critical role’, so having the right partner who shares your vision is equally crucial, and our hosts start you on that road here today.
The Finer Details of This Episode:
Quotes:
“We're expanding and we don't know how to focus on these people, initiatives or what benefits people are interested in, or how we develop because we're rapidly growing.”
“Shift your focus from, ‘they help me with the legal stuff’, to ‘they help me with my people, policies and philosophies’.”
“I don't work for the business. I don't work for the employees. I work for both, and in a multitude of factors.”
“They have to be able to listen, apply what they're hearing to the situations, and then pull together the best solution.”
“I think it's a team effort and cross-collaboration.”
“It's not beneficial for me to be in constant fire drills.”
“Once you get that great HR person, you've got to develop a relationship and gain alignment with that person, have some honest discussions about what you're trying to accomplish, what they're trying to accomplish, and how you're going to support each other.”
“I think it's most essential for HR individuals coming into an organization to understand the critical components.”
“It does take a special skill to interview successfully.”
“When they tell you how they're going to show up, does that align with how you want to be seen and how you want your brand to be seen?”
“You want someone who is constantly trying to improve themselves because ultimately people look to HR to be an example of human interaction.”
“Get yourself an HR individual, even if it's just an advisor, which would be a peer, maybe, outside of your organization.”
Show Links:
REL Talent: HR Consulting
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By Maria Rodriguez, Michelle Elder and Keith Leonard
4.8
1414 ratings
Today marks the third installment of the ‘Everybody Needs a Little HR’ series, where Maria and Michelle delve into how to find a great HR partner to work with. So many great comments have come out of their previous discussions in this series demonstrating just how much leaders come to rely on their HR partners. It is of paramount importance then, that they choose a great one, and this is the episode that lays out all you need to know to work towards that.
They begin by highlighting the shift in perspective that many leaders need to make in terms of the roles of HR, knowing when to bring in HR and the reasons behind that decision, and exploring the notion that HR actually serves the greater good rather than one employee group or another. They also boil down the key components to look for in a great HR partner and share some quality questions to ask when filling HR roles. As they state, ‘HR is a critical role’, so having the right partner who shares your vision is equally crucial, and our hosts start you on that road here today.
The Finer Details of This Episode:
Quotes:
“We're expanding and we don't know how to focus on these people, initiatives or what benefits people are interested in, or how we develop because we're rapidly growing.”
“Shift your focus from, ‘they help me with the legal stuff’, to ‘they help me with my people, policies and philosophies’.”
“I don't work for the business. I don't work for the employees. I work for both, and in a multitude of factors.”
“They have to be able to listen, apply what they're hearing to the situations, and then pull together the best solution.”
“I think it's a team effort and cross-collaboration.”
“It's not beneficial for me to be in constant fire drills.”
“Once you get that great HR person, you've got to develop a relationship and gain alignment with that person, have some honest discussions about what you're trying to accomplish, what they're trying to accomplish, and how you're going to support each other.”
“I think it's most essential for HR individuals coming into an organization to understand the critical components.”
“It does take a special skill to interview successfully.”
“When they tell you how they're going to show up, does that align with how you want to be seen and how you want your brand to be seen?”
“You want someone who is constantly trying to improve themselves because ultimately people look to HR to be an example of human interaction.”
“Get yourself an HR individual, even if it's just an advisor, which would be a peer, maybe, outside of your organization.”
Show Links:
REL Talent: HR Consulting