Transitioning HR from Admin to Strategic Business Value

Season 2, Episode 2: In this episode we will explore the relationship between Rewards and the CHRO function. Jon is joined by Jette Singleton, who is known throughout the Danish Rewards environment as being an engaged CHRO and HR influencer. Jette’s career is built around HR with a unique background in French Literature and open-minded, proactive approach to business and people.

Spoiler alert: In their conversation they touch upon the role of Rewards within HR and its interaction with the c-suite, they discuss the effects of STI and LTI programs, pay transparency legislation and its potentials, the focus on and costs of failure within Rewards, and whether the Rewards function is native to HR or could be placed in Finance. They even touch upon the scarcity of women in top management, what hides behind the glass ceiling, and the lurking prejudices when presenting HR initiatives to a mostly male executive populace incl. the need for building business cases to get the necessary resources to HR initiatives even when they are founded on legal requirements. Then the conversation turns toward the future role of the HR function and how to become successful.

Glossary:

Jette references the Dave Ulrich model, which defines four key roles for HR as being Strategic Partner, Change Agent, Administrative Expert, and Employee Champion, and how to ensure efficient teams by working actively and strategically with HR disciplines. This is often applied as a three-pillar model for structure and implementation in larger or more complex organizations through the use of HRBPs, Centers of Excellence, and Shared Service functions for routine admin. 

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