Elevating HR: From Administrative Function to Strategic Business Partner - Ovell Barbee
In my years as a Chief Human Resources Officer (CHRO), I’ve seen how HR is often viewed as a support function — something necessary but not integral to the business strategy. My mission has been to shift that perception. I believe HR should be at the forefront, playing a crucial role in shaping and executing business strategy. It’s time to bring HR into the spotlight as a strategic partner rather than a sidelined administrative function.
Traditionally, HR has been associated with administrative tasks: managing payroll, recruiting employees, and handling compliance. While these functions are critical, HR’s potential goes far beyond them. A strategic HR function can drive value by aligning people strategies with business objectives, helping organizations adapt to market changes, and enhancing employee engagement and productivity.
By integrating HR into the strategic decision-making process, companies can create environments where talent development, diversity, and employee well-being are not just afterthoughts but are built into the foundation of their business operations.
Throughout my career, I’ve worked to transform HR from a support role into a value-adding business function. Whether it was in the manufacturing, healthcare, or tech sectors, I advocated for HR’s involvement in strategic conversations. I focused on developing talent pipelines aligned with organizational growth strategies, implementing DEI initiatives that were not just about compliance but about culture, and leveraging data analytics to inform workforce planning.
One example is when I led HR transformation efforts at a healthcare organization. By integrating workforce planning with the organization’s business objectives, we saw improvements in both employee satisfaction and patient outcomes. This holistic approach ensured that HR’s role went beyond managing staff and became integral to driving organizational success.
In today’s rapidly changing business environment, organizations cannot afford to have HR as an isolated function. The future of HR lies in its ability to act as a strategic partner. This means being involved in key decisions, from mergers and acquisitions to digital transformation initiatives, ensuring that people strategies are front and center.
HR leaders must move beyond traditional roles and become champions of change, helping organizations navigate the complexities of the modern workforce. By leveraging data, technology, and a deep understanding of organizational culture, HR can drive meaningful change and shape the future of business.
When HR is fully integrated into business strategy, organizations are better positioned to grow, innovate, and succeed. It’s time we redefine HR’s place in the business world — not as a background function, but as a key driver of value and success.
Ovell, Principal of Ovell Rome & Associates, has a legacy of driving cultural transformation across Fortune 500 companies. He is an expert in shaping inclusive, equitable workplaces through human-centered strategies that promote long-term success. Passionate about mentorship and community, he actively engages with young leaders and values new perspectives gained through travel.
Connect with Ovell on LinkedIn.
