In the rapidly changing landscape of modern business, the People Function – traditionally called “HR”- has evolved far beyond its original role, emerging as a key strategic leader essential for driving organizational success. No longer confined to administrative functions, HR now plays a critical role in strategic decision-making, actively shaping the corporate culture and equipping businesses to navigate and thrive amid change. This article explores three pivotal examples illustrating HR’s transformative impact on major organizational shifts.
These cases will be featured in more detail at The HR Congress World Summit in Porto on May 14-15, highlighting how HR functions as a cornerstone of strategic planning and cultural integration. Through these examples, we will see how HR not only adapts to but also anticipates and molds the future of work, positioning businesses for strategic victories in a competitive global landscape.
Case Study One: Union of Equals—HR’s Role in Integrating Two Cultures in a Grand-Scale Merger
When Holcim faced the monumental task of merging with another giant in the industry, it was HR’s strategic insight that steered organization cultural integration. Feliciano González Muñoz, Group Head of Human Resources, emphasizes that “In a merger, culture is both a battleground and a minefield.” HR’s intervention created a unified performance culture aligned with the new business strategy. Leadership development programs were not merely supportive but central to sustainability strategies, preparing leaders to champion the new culture. In this climate, HR also posed the critical question: “Is now the moment to rethink globalization?” This reflection was crucial in realigning global strategies with the newly formed entity’s objectives, proving HR’s essential role in strategic decision-making.
Case Study Two: HR Jungle Expedition—Nurturing the Future of Work
At Affidea, the future of work isn’t a distant reality but a dynamic landscape navigated daily with HR at the helm. Giedré Teresevičiené, Country HR Director, argues that “HR’s role in guiding through complexities has never been more critical.” In this ever-changing terrain, HR has turned challenges into growth opportunities, pioneering strategies that provide stability and foster adaptability. By acting as a strategic partner, HR has ensured that the organization not only survives but thrives, adapting its workforce to leverage emerging opportunities swiftly and efficiently.
Case Study Three: The Power of 2—Shaping the HR Strategy and Operating Model of 2 Champion Companies during a Massive Spin-off
Solvay’s massive corporate spin-off presented a unique challenge: how to divide a global organization into two leading companies without losing momentum. Catarina Honório, Global Head of HR Services, led the charge in redefining HR strategies to fit each new company’s business strategy and portfolio. “The spin-off was not just about separation but about creating two optimally functioning entities,” she states. HR played a critical role in managing Transition Services Agreements to ensure business continuity and smooth the transition, demonstrating HR’s capacity to support business strategy directly and decisively.
The examples outlined in this article mark a definitive shift in HR from a traditional support function to a central figure in driving business success. By effectively leading cultural integrations, navigating the complexities of the evolving workplace, and expertly managing significant organizational transformations, HR has demonstrated its indispensable ability to not just adapt to changes but actively steer them.
Undoubtly, strategic HR function plays in positioning a business for key strategic wins, cultivating a culture rooted in resilience, adaptability, and innovation.
To explore further, all three examples will be unpacked in greater detail at The HR Congress World Summit in Porto, providing an invaluable opportunity for HR leaders to learn from these transformative experiences. As businesses face ongoing rapid changes and complex challenges, the role of HR as a strategic leader is not merely beneficial—it is imperative. It is through embracing this evolved role that organizations can harness the full potential of HR to turn imminent challenges into remarkable opportunities and secure a leading position in their industries.
