Nouvelle donne #10: role of the HRD
To conclude this series of “Nouvelle donne” podcasts, we have chosen to return to the common thread of all these episodes: the HRD.
To conclude this series of podcasts, we have chosen to return to the common thread of all these episodes: the HRD.
In the episodes we talked about the challenges and issues facing companies. But we did not talk about the role of the HRD. Who he really is in the management team and what makes his mission unique. For you, Bruno, what does it mean to be an HRD today?
Being an HRD today means managing to combine several tasks: anticipating major changes, constantly adjusting HR processes, supporting internal staff in line with these changes and managing the day-to-day lives of employees…
You know, 78% of HRDs chose their job for its human dimension and today 72% feel trapped by administrative obligations.
It’s a difficult job because, in addition to providing human support to employees, the HRD has to combine other roles: administrative expert but also, and above all, partner in business and strategy.
My message to CEOs: when you have a transformation to lead, involve your HRD upstream of this process! Bruno Mettling
Bruno, you have been both HRD and CEO of large companies, can you tell us about the CEO/HRD pairing? Why is it so important?
The pair working is the key because when you look at a company today, the big problem is what I call the dictatorship of the short term.
The Human Resources function is one of the few functions today that is positioned in the long term. This is why the Managing Director, who is surrounded in his executive committee mainly by short-term oriented functions, should listen to the HRD, who has a high-quality view of the company’s organisation and teams.
