Member Spotlight: Robin Saia June 2014 Print
Sunday, June 01, 2014 01:53 PM

Based on your extensive experience in the field, what single thing can HR professionals do to enhance their value?

Throughout my HR career, I have observed HR professionals who have not had a clear understanding of how their role or the HR function impacted a company’s net income or bottom line.  Conversely, I have also seen many Finance and Accounting (and other department) hiring managers not clearly understand the impact of a quality hire and the effectiveness of stretching the budget for a critical hire.   Both departments could benefit tremendously from working more cohesively toward a common goal.  As an HR professional, it is imperative to understand how your role and department fits into the company’s overall business needs including financial goals and plans.   This understanding can help focus HR priorities that prove to be most impactful to executives and the overall growth of the company.   In addition, taking this knowledge and using it to forge those HR priorities forward in the context of solving real business needs is critical to getting and keeping a seat at the decision-making table. Demonstrating a detailed understanding of their organization’s key business issues and clearly identifying human capital implications will allow the HR professional to impress most leaders and gain continued respect for the HR function as a whole.

How has the SD HR community changed in the last 15 years?

There’s no question that changes in the economic conditions of the 21st century have brought about the need for HR to take on additional responsibilities. These include focusing on building organizational capabilities using employee management and developing strategies that align with organizational goals. Now that we have moved into the Information Era, the invention of new technologies and improvements on old ones have introduced a way for businesses to work across international borders. Thus, information technologies and globalization have changed business processes and opened up new avenues and challenges for human resources.  Some of these challenges include difficulties in managing employees dispersed across the globe, adjusting to new cultures, work life balances, and allocating resources in a timely manner.  New options such as simulated training and resource management software have been introduced to bridge some of these gaps.  However, HR departments have been tasked with continuous change and trying to stay above the manpower challenges.

Why did you choose to join the Executive Board of SDHR Roundtable?

Networking and developing strong relationships have always been at the core of all of my positions. I believe developing quality relationships in the business community is pivotal not only for the growth of my personal and professional development but also in aiding the development of my peers.  When asked to be part of the SDHR Roundtable Board of Directors, I was thrilled to have an opportunity to give back to an organization that has provided me with resources, connections, and tools to aide in my HR career development over the years.

Robyn invites you to connect with her on LinkedIn: https://www.linkedin.com/in/robyn-saia-7393b8

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