Keeping the CHRO in the C-Suite

Human resources is rarely appreciated for providing thought leadership.

At least, that’s according to Lynda Spiegel,  who wrote “Why HR Belongs in the C-Suite” on the Wall Street Journal‘s The Experts blog today.

Spiegel, who spent 15 years as an HR professional, writes that most companies hire a senior HR professional to report to the COO or the CFO, trivializing the profession into a function “rather than an overarching discipline” integral to incubating corporate success:

Throughout my career, I’ve worked for chief executives whose understanding varied with respect to how human resources contributes their companies’ growth and productivity, but they each initially viewed human resources as a nonrevenue producing function limited to personnel management. Some came to recognize the need for a chief human resources officer to provide strategic direction alongside the CFO, COO and CMO. One CEO, however, memorably invited me to the c-suite only once. And that was to discuss the annual holiday party.

But, she continues, CHROs belong in the C-suite not only for their role in managing companies’ critical asset— aka its talent—but also because they make the C-suite team more effective. “They help focus the team as a cohesive unit and by doing so, support the CEO’s mission and with their skills in organizational psychology, can arguably better manage meeting dynamics when things get rocky.”

As Spiegel concludes: “The most effective CHROs don’t necessarily come from a HR background, but they are as much strategic visionaries as their cohorts in the C-suite.”

Spiegel’s compelling argument is sound and makes great business sense. The only question is whether the other members of the C-suite are actually reading it.