Introduction

The role of Human Resources (HR) has evolved dramatically over the last decade. No longer confined to administrative tasks, HR leaders are now expected to play a strategic role in driving organisational success. In today’s post-pandemic world, HR leaders face unique challenges: adapting to hybrid work models, navigating full employment pressures, engaging a younger, more dynamic workforce, and embracing emerging technologies like Artificial Intelligence (AI).

LEAP’s Leadership recent webinar, “Leading with Impact: Becoming an Influential HR Leader in Your Company,” brought together HR experts to discuss how HR professionals can influence leadership, foster a culture of continuous learning, and align HR strategies with overarching business goals. This article explores the key takeaways from the webinar, offering actionable insights for HR professionals who want to lead with impact.

1. Aligning HR Initiatives with Business Strategy

Why Alignment Matters

For HR to lead with impact, initiatives must align with the company’s core business goals. HR cannot operate in isolation; it must be integral to the organisation’s success. Strategic HR ensures that recruitment, retention, employee engagement, and talent development all contribute directly to achieving business objectives.

Practical Steps to Align HR with Business Strategy

  • Engage with Leadership: Schedule regular cross-functional meetings with senior leaders and department heads to understand the organisation’s strategic goals. Alignment begins with knowing what the business is trying to achieve.

  • Define Clear KPIs: Develop key performance indicators (KPIs) for HR initiatives that link directly to business goals. For example, lowering turnover rates can be tied to cost savings.

  • Empower Managers: HR leaders should collaborate with managers to cascade organisational goals down to teams and individuals. Helping employees see their role in the “bigger picture” creates a sense of purpose and accountability.

  • Embed Accountability: Align performance management systems with strategic goals. Create recognition programs that reward employees for contributing to business outcomes.

Key Webinar Insight

Orla King emphasised that alignment creates a “clear line of sight” between HR actions and organisational goals. Without alignment, HR risks being perceived as a support function rather than a strategic partner.

2. Building a People-Centric Culture

Why a People-Centric Culture is Essential

A strong organisational culture can be the differentiator between success and failure. HR leaders must champion a culture that values people, fosters inclusivity, and drives employee engagement. Such a culture creates a resilient, innovative, and productive workforce.

How to Foster a People-Centric Culture

  • Onboarding and Engagement: Implement structured onboarding programs to set employees up for success. Foster engagement through frequent check-ins, team-building activities, and recognition.

  • Prioritize Inclusivity and Well-being: Introduce Diversity, Equity, and Inclusion (DEI) initiatives, health and wellness programs, and flexible work policies to cater to a diverse workforce.

  • Leverage Feedback Tools: Use pulse surveys and real-time feedback mechanisms to gather employee insights. Most importantly, take meaningful action based on the feedback.

  • Involve the Entire Organization: Build DEI, well-being, and sustainability committees that include representatives from across the business. Culture change is not just HR’s responsibility; it’s a company-wide effort.

Key Webinar Insight

Áine Doherty shared MKO’s initiative of weekly knowledge-sharing sessions. These short, engaging sessions allowed employees to learn from their peers, fostering a collaborative and inclusive learning environment.

3. Driving Continuous Learning in Resistant Organizations

The Importance of Continuous Learning

Organizations that embrace continuous learning are better equipped to adapt to change, remain competitive, and innovate. HR leaders play a critical role in championing a culture where employees are encouraged to grow and develop.

Overcoming Resistance to Change

Resistance to learning and change is natural, especially in organisations with long-established processes. To drive continuous learning:

  • Start Small: Introduce incremental changes rather than overhauling systems all at once. Small wins build trust.

  • Provide Support: Offer hands-on training and coaching to ease the transition to new systems or approaches.

  • Leadership Buy-In: Leaders must model a growth mindset. When employees see leadership prioritising learning, they are more likely to follow suit.

  • Show Value: Use examples and data to demonstrate the tangible benefits of learning initiatives, such as increased productivity and employee satisfaction.

Panelist Insights

Rory Guckian highlighted the importance of building trust and starting with manageable projects when introducing change. His experience in transitioning organisations away from manual systems showed that gradual adoption ensures success.

4. Using Data to Influence Senior Leadership

Why Data Matters

To gain buy-in from senior leadership, HR leaders must demonstrate the value of their initiatives in concrete terms. Data allows HR to speak the language of the business, turning abstract goals into measurable outcomes.

Key Metrics to Track

  • Turnover Rates: Highlight the financial cost of replacing employees, including recruitment, training, and lost productivity.

  • Absenteeism: Showcase how wellness initiatives and engagement programs reduce absenteeism and increase productivity.

  • Engagement Scores: Use employee feedback surveys to identify areas for improvement and measure progress.

  • ROI of HR Initiatives: Tie HR programs to cost savings or revenue generation. For example, leadership training can result in improved team performance and retention.

Data Storytelling

Combine quantitative data (e.g., reduced turnover rates) with qualitative insights (e.g., employee testimonials). Present the information in a way that resonates with decision-makers, emphasizing the ROI and long-term benefits.

Key Webinar Example

Áine Doherty shared how showcasing the cost of turnover helped gain leadership buy-in for retention initiatives. By calculating the full financial impact of turnover—including recruitment, lost productivity, and training costs—HR was able to secure the support needed for cultural and engagement programs.

5. The Role of Collaboration: HR Leaders Forums

Why Collaboration is Key

HR leaders often face similar challenges  across industries. Forums and peer networks provide a space to share proven solutions, frameworks, and best practices that can be implemented in their organizations, which is why the LEAP HR Forum  was created.

Benefits of HR Forums

  • Shared Knowledge: Learn from peers who have faced and solved similar challenges.

  • Best Practices: Implement frameworks and methodologies that have been proven successful elsewhere.

  • Leadership Development: Forums provide opportunities for HR leaders to develop their own skills and grow as strategic partners.

  • Tech Insights: Stay updated on emerging HR  technologies and trends.

The HR Forum  has become a valuable resource for collaboration and learning. It enables HR professionals to move from theory to action, leveraging collective wisdom to drive measurable results. If you want to find out more and how to join the next available forum, reach out to us via the form below.

6. Leading with Emotional Intelligence (EQ)

Why EQ Matters in HR Leadership

Influential HR leaders demonstrate high levels of emotional intelligence. EQ enables leaders to build trust, foster strong relationships, and create a positive organizational culture.

Key Elements of EQ in HR Leadership

  • Build Trust: Be approachable, transparent, and empathetic with employees.

  • Resolve Conflict: Address issues quickly and fairly to maintain team morale.

  • Provide Real-Time Feedback: Offer meaningful, constructive feedback that empowers employees to grow.

  • Lead with Empathy: Understand the challenges employees face and offer support where needed.

Key Webinar Insight

Orla King highlighted how emotional intelligence creates safe spaces for leaders to grow. EQ-driven leadership fosters connection, engagement, and trust across the organization.

Conclusion: Taking Action to Lead with Impact

HR leadership is no longer about managing processes—it’s about driving organizational success. By aligning HR initiatives with strategy, fostering a people-centric culture, overcoming resistance to learning, leveraging data, and leading with emotional intelligence, HR professionals can make a lasting impact.

The insights shared in the LEAP Leadership webinar underscore the importance of continuous learning, collaboration, and strategic execution. HR leaders who embrace these principles will not only influence their organizations but also drive meaningful, measurable success.

Are you ready to lead with impact?  Explore LEAP Leadership’s tailored programs to develop the skills and strategies needed to transform your HR leadership today.