Mistake #1: Having the HR Leader report into anyone other than the CEO

In many smaller to mid-size corporations, the administrative and clerical tasks are seen as the most important value-add of the HR department. Tasks such as creating employee files, enrolling employees in various benefit programs, and ensuring compliance with state and federal governmental regulations are what a CEO expects of her HR Manager.

The HR department at this stage of the company’s lifecycle is viewed more as a sunk cost of doing business rather than a value-add. It exists to comply with the regulatory bureaucracy and to create a mini-bureaucracy within the company in order to help the company discharge its basic duties towards employees. Oftentimes at this stage, the HR Manager or Director reports into either the Controller, CFO, or even the General Counsel.

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Welcome to The HR Guy Blog!

I started this blog as a way to share some of my thoughts on the role of Human Resources in an organization based on my 15+ years working in various HR roles within both large and small companies in Silicon Valley. I’ve seen a big shift in the role of HR within organizations during this time and want to help educate non-HR folks on what to expect from their Human Resource departments. Many executives have a very limited view on the role of HR within their organizations. I hope to help change that. This blog will cover “What Every Exec Needs To Know About HR (And The 25 Most Common Mistakes They Make)”

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Everything you wanted to know about HR but were afraid to ask....

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