Sheryl L. Bredeson’s Post

For decades, HR professionals have been begging for a "seat at the table." Unfortunately, the data shows we are stalling out. Recent surveys indicate that only 47% of HR organizations are actually viewed as true partners in planning and executing business strategy. That number hasn't moved a single percentage point since 2023. Why wouldn't HR be a vital part of strategy? In too many companies, HR is still trapped in the "Complaints and Compliance" box. Processing payroll, managing open enrollment, and policing the handbook are administrative functions. That's not what strategic partners do. To rebuild influence, HR has to lead the charge on business-critical issues. We need to stop operating in a silo and start collaborating heavily with Finance, Operations, IT, and Legal. For example, the rapid integration of AI into the workplace isn't just an IT issue; it is a massive change management and human behavior challenge. The software changes, but who runs the software? People. And HR should be leading that conversation. We have to stop asking for permission to be strategic. We have to understand the business model, speak the language of finance, and actively solve operational problems. It often surprises our clients that that's what we do at Kandor Group Inc. We work with all areas of the business to solve problems strategically by including the right people in those decisions. Is your HR team viewed as an administrative hurdle or a revenue-driving partner? HRD America #HRStrategy #Leadership #BusinessGrowth #PeopleOps #KandorGroup