Employers demanding more from HR

HR Magazine,  April, 2008  by Susan Meisinger

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If you ever need proof about how the human resource profession is changing, check the "Help Wanted" section of your local newspaper. The following recruitment ad appeared in the April 1992 issue of HR Magazine:

Vice President of Human Resources. The candidate will be responsible for the management of the human resource functions, including employment benefits, compensation, labor relations and other related areas. Responsible for developing and administering policies and procedures, and to assure compliance with all regulations related to personnel management. Requires a minimum of 5 years of experience in human resources, 5 years of supervisory experience and a B.S. degree in human resource management.

The ad below appeared in the Boston Globe on March 2:

Senior Human Resources Executive. Reporting to the president, the successful candidate will be a member of the executive management team with leadership and management accountability for the entire HR organization. The successful candidate should have 15-20 years of progressive and senior-level HR demonstrated success in developing and implementing HR strategies and programs. An advanced degree and PHR/SPHR designation is highly desirable.

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The stark contrast between these two positions is readily apparent. In the first ad, the listed responsibilities and qualifications are fully consistent with what we would describe as "traditional" HR.

The Boston Globe ad paints an altogether different picture--one of an organization that knows the value of enlightened people policies and is looking for a leader who can deliver them. The ad also emphasizes HR-specific education and certification--two areas that the Society for Human Resource Management repeatedly promotes.

The two ads illustrate how far our profession has come. Two decades ago, transactional activities such as "administering policies and procedures" were what most people thought of when describing HR. Today, there is growing recognition of the importance of human capital management and the need for HR leaders to be knowledgeable, strategic businesspeople.

In today's competitive business environment, HR professionals are increasingly called upon to create competitive advantage for their organizations through effective people management. To meet these expectations and advance in their careers, HR professionals move beyond the traditional focus on administration and management; they are expanding their competencies in project management, strategic planning, business finance and leadership. And to accommodate this shift to new, value-added responsibilities, some administrative and nonstrategic activities are migrating to shared service centers or outside vendors.

As the labor market tightens, the talent pool shrinks and economic challenges persist, enlightened business leaders recognize that employees really are their most important assets. Hence, the expectations--and rewards--for strategic HR will continue to grow.

The Globe ad proves that the next wave of advanced HR opportunities is here. Are you ready to be a part of it?

COPYRIGHT 2008 Society for Human Resource Management
COPYRIGHT 2008 Gale, Cengage Learning