Source | chapmancg.com | Stefanie Cross-Wilson
As we work through the third quarter of 2020, while we are not seeing life returning to ‘normal’ we are witnessing the HR profession normalize as the firefighting phase of the COVID-19 pandemic winds down and companies start to build plans for the future. Many progressive employers are now taking the opportunity to build and shape tomorrow’s leadership teams which can champion new ways of working while measuring and managing performance, employee engagement, and culture.
Over the past few months, Human Resources leaders have been front and center, transitioning their workforces from physical to virtual; and for some, from virtual back to the office again. This overall experience has created an opportunity for HR to showcase its broader agility, business understanding, and capability.
We have been seeing a notable increase in demand for transformative, analytical, and agile HR business partners. Often in senior leadership roles, these business partnering mandates work with the CEO and senior executives to steer organizations into the new world of work and accelerate their workforce transformation agendas. We are also seeing needs for organizational development capability particularly in a project capacity as organizations digitize, refine their operating models, and incorporate the new ways of working.