Strategic roles in HR

When hiring any strategic HR role, the aim is to identify candidates who can bring a long term view to HR so that the business can meet its objectives and develop a competitive advantage. 

Also known as SHRM, strategic human resources management can involve workforce planning, talent management, employee engagement strategies, employee development and enhancing organisational culture. 

Overall, SHRM looks at all the ways to get the best out of your people so that in response your business can gain the maximum benefit.

When recruiting for any strategic HR role, there is a formula to be followed to ensure an intrinsic talent search can be achieved. 

At Elliott Scott, we specialise in helping companies find top CHRO talent. If your business is searching for a Chief Human Resources Officer, our team would be delighted to assist. 

Some of the aspects we’ll look at include defining your organisational needs, creating a job description, candidate sourcing, candidate evaluation, interviews and selections.

A Chief Human Resources Officer (CHRO) plays an important role in ensuring all HR processes run smoothly. Effective HR is integral to organisational performance and can impact areas such as talent management, employee engagement and change management. 

Furthermore, the role of the CHRO has evolved in recent times to go beyond traditional HR functions. Now, CHROs also act as strategic partners to align with the business goals. 

Therefore, CHROs can be instrumental in maintaining and improving upon various areas of performance within the business. 

When you work with us here at Elliott Scott, we will get to know your CHRO requirements on an intrinsic level. This includes identifying the skills, experience and attributes needed to boost business performance.

As with any other strategic HR role you are looking to hire, appointing a Diversity, Equity and Inclusion (DEI) leader ensures there is an active focus on this particular area of your HR initiatives. 

Specifically, DEI leaders bring accountability to the table and can be instrumental in ensuring an inclusive workforce. Crucially, DEI leaders aren’t just about ticking certain boxes. That’s because there can be endless benefits that a DEI-centric approach can have.

Specifically, DEI leaders promote an inclusive workplace culture. They can also have a positive impact across areas such as talent acquisition, employee engagement, creativity, wellbeing and customer relationships. Likewise, DEI leaders can impart their wisdom and experience to reduce reputational or legal risks due to discrimination or unconscious bias.

Partnering with a search and recruitment firm, such as Elliott Scott, can be instrumental in building a talent pipeline when recruiting for any strategic HR role.

By gaining access to our exclusive talent pools, we can offer your talent search an unrivalled advantage. But more than this, we’ll also follow a methodical approach to identify and engage with candidates who offer a suitable fit for the position.

We recognise the importance of defining the strategic HR role requirements as the principal stage of the process. From there, we’ll incorporate aspects such as defining candidate profiles, talent mapping, engaging passive candidates, employer branding and DEI. 

A compelling employee value proposition (EVP) for strategic HR roles should strive to attract top tier talent. For this to be the case, an EVP requires careful foresight when outlining the benefits that an employee will receive in return for the skills, experience and overall attributes that they will bring to the role. 

When you work with the Elliott Scott team to recruit strategic HR roles, we can craft an EVP on behalf of your business. 

For senior HR roles, the EVP should address both the rational compensation, in addition to holistic benefits. 

General areas to consider are the compensation package, additional benefits and career growth opportunities. Candidates should also be given a flavour of the company values along with an idea of how they can create a meaningful impact within the organisation. 

Companies risk significant disruption when key team members, including senior HR roles, leave the business.

Therefore, succession planning is essential. The process seeks to identify critical roles within the business so that plans can be put in place to mitigate any disruption. 

As strategic HR recruitment specialists, we can closely align with your business to identify any key competencies and skills necessary to ensure business continuity. With this information, we can use our insights to form a comprehensive succession plan that reduces the risks for your business when the applicable team member moves on, transitions to another role or retires. 

Overall, having a proactive approach now works to keep your business moving forward through periods of transition. A solid successful plan also avoids a last minute scramble to replace talent while working to strengthen your organisation as a whole.