The reality is that many HR functions are mediocre at best and are not perceived as making a significant contribution to the business. Sorry, but that's the perception. Instead of making work and administration easier for managers and employees, they often make it more cumbersome. Instead of helping employees and managers be more effective in their work they spend time inspecting, protecting, and reporting.

• How is the HR function perceived at your company?
• How often do you see your managers and employees seek out HR for advice and support?
• What impact would it have on your business if your head of HR went out on leave for a few months?

What does it mean for HR to actually contribute to the business? It's about helping people leaders be more effective and get more out of their people. It's about increasing productivity, motivation and efficiency, and it's about helping leaders be proactive and managing organizational growth and change effectively.

We work with executive teams and HR leaders in two ways: 1) Assist HR with handling some of the more complex people issues, or 2) help them transform and reinvent their HR functions and the kind of services they offer. It's not good enough in today's environment to "just" offer efficient and practical HR operations support. They need to also offer valuable people strategy expertise and services that directly impact productivity and business results.