I’m often asked by HR leaders who are contemplating the pathway to a VP or CHRO level role - “what should I be achieving in my career in order to make myself more competitive against other senior level HR professionals?”

Whilst my counsel varies depending on each individual, there is a recommendation I suggest to all. Knowing that there are always many more people wanting to progress to the top jobs, compared to the number of executive HR roles available, my advice is simple. Undertake a business role.

Whilst the primary focus of HR leaders is typically on managing and developing the human resources function, acquiring business acumen and participating in broader business activities provides valuable commercial and operational insights. So when (and if) you choose to switch back into HR again, you’ll be better placed to contribute more strategically to the organization. And you’ll likely have a much stronger alignment and understanding with Board and C-suite stakeholders when the time comes to be interviewing for the top HR roles.

“But I don’t know anything about the business to take on such a role” is a typical response. Which is arguably worrying, given that all HR partners are supposed to have a deep understanding of the “ins and outs” of the businesss units or divisions or companies they support….

For others though, taking on a role in sales, IT project management, procurement projects, and even regional GM positions has been possible with little effort. Some have cleverly used the gap in time for hiring a new business leader, as a chance to second into that post as the “temporary leader”. And some have adopted an “intern” type approach - splitting their HR responsibilities with dedicated time working as a mature trainee in other areas of the business.

5 advantages for HR leaders taking on business roles:

1. Better alignment with business objectives: By understanding the organization's business strategy, HR leaders can properly align their HR initiatives and practices with the broader goals of the company. This ensures that HR strategies support the achievement of business objectives rather than just people objectives. Increasing revenue, improving operational efficiency, or expanding into new markets vs just hiring, firing, retention, engagement - the language you’ll be using in meetings, will be with business objectives always included, rather than just “HR speak”.

2. Enhanced decision-making: Business roles expose leaders daily to a greater variety of organiational aspects inclusive of finance, operations, marketing, and sales. This exposure beyond just interacting from a HR perspective, helps to gain a broader perspective and make more informed decisions. You’ll be able to better consider the business implications of your HR strategies and initiatives, leading to more effective influencing and outcomes.

3. Improved credibility and influence: When HR leaders have a solid understanding of the business, they are more likely to be seen as credible partners by other executives and managers. Being able to actively contribute to discussions on business matters, offer insights, and provide valuable perspectives beyond just people-related issues, enhances your influence within the organization.

4. Facilitating organizational change: Business roles often involve leading or participating in cross-functional projects and change initiatives. Having a deep understanding of the business objectives in combination with knowledge of people dynamics allows HR professionals to better drive successful change, manage resistance, reduce financial risks and ensure business continuity, all whilst promoting employee engagement.

5. Career growth and development: Taking on business roles can broaden your skill sets as a HR professional, and expose you new challenges and opportunities. It can provide you with the necessary experience to advance a diverse career within your existing organization, give you a competitive edge to take on higher-level HR positions, or allow you to pursue roles outside of HR altogether. Simply, it gives you more work choices across the course of your career.

Over the years, all of our “exceptional” HR leaders who’ve seized the opportunity to take on business roles at some point in their careers, have found that the segue has enhanced their overall effectiveness and impact within an organization once they returned (with ease) to the HR function. And all have reported feeling a competitive advantage when it came time to apply for new HR leadership roles.

It is not uncommon for business leaders to take on HR roles as part of their career development plans to be considered for the CEO post. I wonder why more HR folks don’t similarly broaden their exposures in order to join the C-suite.