With continued global expansion, the business recognised the need to better manage its most important asset—its people. I caught up with Guro Ruud Cedell, Norconsult’s head of human resources, to discuss how the business disrupted its approach to HR to better engage its people. How did your HR landscape look before you made the decision to transform it, and what were the main business drivers for doing so? Do you have any examples of day-to-day HR tasks that changed? MORE

Both should be developed for Business HR impact. Because of this reality, many business leaders have increasingly turned to HR to design programs that attract, develop, engage, and retain the very best talent and deploy solutions that support a culture of innovation. Historically, Business HR resources, commonly known as HR business partners, are expected to provide strategic consulting and coaching needed to guide the business in managing their workforce. MORE

Both should be developed for Business HR impact. Because of this reality, many business leaders have increasingly turned to HR to design programs that attract, develop, engage, and retain the very best talent and deploy solutions that support a culture of innovation. Historically, Business HR resources, commonly known as HR business partners, are expected to provide strategic consulting and coaching needed to guide the business in managing their workforce. MORE

The business of HR should be the business. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. It is time to take Business HR to the next level and transform it into a high-impact organization. In our last post on Business HR, we looked at the three roles that characterize high-impact Business HR. The High-Impact HR Operating Model. MORE

The business of HR should be the business. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. It is time to take Business HR to the next level and transform it into a high-impact organization. In our last post on Business HR, we looked at the three roles that characterize high-impact Business HR. The High-Impact HR Operating Model. MORE

It follows, then, that the roles and responsibilities of senior HR leaders are incredibly important. . Indeed, an apt description of the senior HR role comes from Christine Hayward , executive director at global executive search organization IIC Partners. In that spirit, we want to spotlight 10 senior HR leaders making their mark in the field. Denise Moulton is an HR and talent research leader at Bersin, Deloitte Consulting. “Our biggest asset is our people.” MORE

Influence in HR technology comes from many places, takes many forms and continues to evolve over time. When the HRE /HR Tech Conference team met over to work on this Influencers list, we knew it would be important to consider all aspects of influence. It’s safe to say all, however, are having an important and noticeable impact on where HR technology has been, where it is today and, perhaps most importantly, where it is heading. Global HR Technology Leader, Oracle HCM Cloud. MORE