Having been in HR for years, I’ve closely observed the evolution of our profession and the way our community functions. One thing is clear: HR is undeniably a strategic part of a company. However, we often find ourselves having to prove it time and time again. But why is that the case?
Historically, HR as we know it today didn't exist. There were personnel departments focusing mainly on administrative tasks such as payroll and compliance. Over time, HR has evolved into a holistic function that encompasses people management, company culture, recruitment, employee development, and much more. This transformation has led to a significant shift in how businesses perceive HR, though not all companies have fully embraced this change.
Recently, I’ve heard discussions about certain HR roles disappearing from the market and the increasing demand for experienced professionals. I fully agree that this shift is happening. Many companies no longer see the need to have multiple specialists but rather look for HR professionals who possess broad expertise and can contribute strategically. Take my company, omniIT, for example. We are still a growing company, and while HR is essential, we don’t yet require an extensive HR team. This situation reflects a broader trend—businesses want HR leaders who can drive impact across multiple areas rather than just fulfill operational duties.
So, does HR always have to fight for its place as a business partner? In my view, if a company creates an HR role or team, it inherently acknowledges the need for HR. However, simply having the role isn’t enough. It’s crucial to demonstrate the value of HR beyond administrative functions. Gaining trust and proving reliability takes time, consistent effort, and tangible results. This isn’t always easy, but it’s not unique to HR—every role that truly matters within a company faces similar challenges. If you care about what you do and believe in its impact on the business, then advocating for your function is just part of the journey.
Sometimes management is more receptive, and sometimes they are resistant to change. But HR professionals who persist, build trust, and deliver results will always play a critical role in shaping the future of their organizations. The key is not just to fight for a seat at the table, but to ensure that when we get there, we make a difference.