As a CEO, you undoubtedly know the importance of having a strong Human Resources function within your organization. Having a strong HR team helps the organization effectively attract, retain, and develop top talent, while also ensuring a positive and productive work environment. Your confidence in the capability of your HR function’s ability to operate at its full potential lies in your confidence in your Head of HR or HR Manager.

Many CEOs only remember to pay attention to HR when there seems to be an HR issue cropping up. It may manifest in civil litigation, industrial action, publicity issues, profitability or compliance issues.

How do we get the best out of our HR professionals? Where does one start? Here I share the top three things you can do as a CEO to get the best out of your HR Manager or HR Team Lead.

1. Identify the HR Metrics and Analytics critical to your organization’s success: If you don’t know where you are going, any road will get you there. By being clear about what your expectations (in terms of measurable HR Metrics) are right at the beginning, you will be able to define and know the direction you want those specific metrics will take (up or down depending on the metrics). There are many ways you can identify these critical metrics. Some may come from your Board, others may be manifest in your strategic plan while others may be shared with you by your HR team. You can also reach out to Coach Andeh if you need help on this.
2. Communicate your expectations with the HR team lead: You should make every effort communicate with the HR Manager (or HR Team Lead). Most CEOs I have interacted with (and coached) have many expectations of their HR Managers but find difficulty expressing these expectations in a manner that the HR Managers understand without sounding like they have no clue what HR Management involves. At the bare minimum, let your HR Manager (or HR Team Lead) know the “HR non-negotiables” – the bare minimum expectations of HR that you have.
3. Set and document clear performance targets and measures: In setting performance targets and measures, take into consideration the HR metrics you identified and incorporate these into measures of performance of the team lead. As part of your routine oversight, schedule /structure routine interactions with the HR Manager to keep you on top of what is happening with your number one asset – the people.

You do not have to know everything HR to be on top of HR as a CEO. You however, have to know enough HR to keep the shareholders happy.

As an executive coach and HR Management Consultant, I specialize in working with CEOs to help strengthen their HR function for greater effectiveness. I bring a wealth of experience and expertise in HR management and organizational development spanning 25 years across four different continents, and I’m committed to helping you achieve your goals. With my customized coaching and consulting services, you can request for:

• A comprehensive assessment of your HR function, including an evaluation of policies, processes, and procedures with recommendations for improvement and strategies for implementation
• Support in the development of HR initiatives and programs, including talent management, performance management, and employee engagement
• Assistance in building a strong HR team, including the recruitment, development, management of performance, and retention of top HR talent
• Ongoing guidance and support to help you achieve your HR goals and continuously improve your organization’s HR function

You have an opportunity to acquire first-hand support getting insights into getting your HR right or personal coaching.