Step 1- Understanding the Case for HR as a Profit Center.

Step 1- Understanding the Case for HR as a Profit Center.

Today I will begin the posting of thought leadership concepts based on my soon to be published new book “Transforming Your HR Department Into A Profit Center- A Step by Step Guide for CEOs and Their Leadership Teams”.

While I will be addressing the CEO throughout these posts, I am

also including in my readership of COOs, CFOs, and HR, as the book is

intended for top level leadership. There are messages and important lessons to take away for anyone in those roles.

If you are in HR, these posts will give you many best practices that you can share with your CEO and help to influence them towards the adoption of them. 

There are 6 steps in the HR transformation process. Step 1 is Understanding the Case for HR as a Profit Center.

The below equation is the underpinning of HR as a profit center. It’s actually quite simple to understand but not as easy to strategically and tactically execute. In my weekly posts I will be explaining how to turn this equation into reality.

Next week I will be discussing an interview I conducted with a CEO

who shares his views on whether HR can be a profit center. #transforminghr #rosengroup

Introducing the Flexible HR Department

Expand and Contract your HR Department Without Committing to Headcount

The drive for ideal business performance while maintaining cost efficiency can quickly hit a hard wall when faced with the reality of running an HR department. In addition to the demanding day-to-day requirements of talent acquisition, total rewards, benefits, and learning and development, HR departments often find themselves needing to step up to handle one-time or short-term initiatives such as establishing a new HRIS, building an employee engagement program, or leading the integration as a result of a new acquisition.

This gives HR leaders a dilemma: is it worth staffing up with additional headcount knowing it may not be a permanent need?

There is an effective alternative that removes the risk of investing in headcount while also benefiting from bringing in qualified and energizing talent: HR contractors.

By incorporating contractors into the HR organizational framework, HR leaders can effectively tap into specialized skills for specific projects, optimize resource allocation, energize with a fresh perspective and domain expertise, and maintain financial prudence without the burden of permanent headcount.

Among the clear benefits of turning to contractors are:

• Access to specialized skills
• A fresh perspective and external insights
• Flexibility in your planning
• Generated savings: both budget and resources
• Test talent before hiring
• Keep your core team intact

New White Paper from Rosen Group on Contractor Services

Take a deep dive into the benefits of contractor services and request your white paper. Contact Us to request a copy today!

Rosen Group Gives You Options

Give yourself a strategic advantage in getting to goal with HR contractors who: can provide specialized skills and knowledge that may not be readily available within your existing team; bring a fresh perspective and external insights that can enrich the HR department’s problem-solving capabilities; and minimize the impact on your headcount budget. Rosen Group offers HR professionals with experience in recruiting, compensation, benefits, HR tech, payroll, labor Relations, learning and development, DEI, and employee relations. Contact us today.