Issue 02: HR as a Strategic Partner, Not Just a Support Function
☕ Brewed for Leaders Who Care
Espresso & Empathy — Issue 02
By: Shannon Foster
Founder & Senior Consultant, Martin & Foster Consulting
March 11, 2025
Rethinking HR’s Role in Business Success
In many organizations, Human Resources (HR) is still seen primarily as a support function—handling benefits, compliance, and employee relations behind the scenes. However, forward-thinking businesses recognize that HR is more than an administrative necessity; it is a strategic partner that drives organizational success.
To fully harness the power of HR, organizations must ensure that HR leaders have a seat at the table, working alongside executives to influence decisions that impact business outcomes, culture, and the overall employee experience.
The Strategic Role of HR
HR professionals offer unique insights into workforce trends, engagement levels, and leadership development. They play a critical role in:
Attracting, retaining, and developing top talent—ensuring that the right people are in the right roles to achieve business goals.
Serving as the guardian of company culture—aligning policies and practices with the organization’s values and vision.
Providing input on organizational design, workforce planning, and change management—ensuring agility and resilience as businesses navigate disruptions.
💡 The Business Impact: Organizations that treat HR as a strategic function see measurable success: 📊 10% higher outcomes in talent attraction, retention, and workforce development (SHRM, 2025). 📈 28% earnings-per-share (EPS) growth in high-engagement companies—compared to an 11.2% decline in firms with low engagement (Gallup, 2023).
Why HR Must Be at the Executive Table
When HR leaders are included in high-level strategy discussions, companies benefit from a holistic, people-centered approach to decision-making. Without HR’s input, organizations risk making choices that overlook long-term workforce impacts—leading to disengagement, turnover, and operational inefficiencies.
The Leadership Perspective:
Only 48% of CEOs agree that their Chief Human Resources Officer (CHRO) has strategic business skills (Harvard Business Review, 2024).
Just 36% of CEOs believe the CHRO role is clearly understood by company leadership (Deloitte, 2024).
HR teams recognized as strategic contributors have seen a 15% increase in their perceived value within organizations (SHRM, 2025).
HR at the executive level ensures that decisions about growth, restructuring, and innovation factor in the human element—enabling companies to build sustainable success through their people.
Final Thoughts
The strongest organizations are those that recognize HR as a strategic force, not just a support function. By giving HR a seat at the table, leaders empower their organizations to build strong cultures, drive engagement, and create workplaces where people and business thrive together.
If your organization is ready to unlock the full potential of its workforce through strategic HR leadership, Martin and Foster Consulting is here to guide the way.