Home' HR Monthly : April 2015 Contents 42
ABOUT NICHOLAS S.
Nicholas S. Bar nett is a
director, business leader
and strategist with more
than 35 years’ experience.
He is CEO of Insync Sur veys
and author of the new book
7 Business Habits That Drive
Most leadership teams spend months
and considerable expense developing and
articulating their organisation’s strategy,
along with plans to implement it well. And so
But there’s an old saying, “A bad culture will
destroy a great strategy ever y time.” So why don’t
those leadership teams spend the time, effort and
expense thinking about and articulating the sort
of culture they desire and need for the successful
execution of their strategy?
This is where HR needs to take a leadership
position. You can ensure your leadership team
determines what part of the organisation’s
culture will enable and turbocharge your
strategy and, just as importantly, what will act
as a handbrake. HR can lead a review process
CAREER TIP OF
Take a leadership position on culture
and strategy execution.
BY NICHOLAS S. BARNETT
Do you have an invaluable career tip to share?
and then a discussion to agree on the cultural
enablers and inhibitors of the organisation’s
strategy. You can also lead the process to bring
about the cultural change required to deliver
sustainable high performance.
Culture can emerge and just drift along, or
the CEO and leadership team can create and
shape it. HR leaders should ensure the latter
applies and play a key role in driving that
process. You can also lead discussions and
reach agreement with the leadership team about
what high performance in their organisation
means and how it will be delivered.
HOW I GOT HERE
Bob Hogarth has been instrumental in Heritage Bank’s people
function for a good two decades. In recognition, he was
awarded the AHRI Dave Ulrich HR Leader Award in 2012.
“The executive team
approached me to take on
a new role in retail. I had no
real experience and saw myself
as an HR specialist. I accepted
because I believed it would broaden
my understanding of the business
and take me out of my comfort zone.
It was a pivotal decision and has
helped me to connect with
the business and gain
VARIOUS ROLES IN ACCOUNTS,
PAYROLL AND RECRUITMENT,
UNIVERSITY OF WOLLONGONG
IMB BUILDING SOCIETY
IMB BUILDING SOCIETY
InnovatIve HR ManageR
& stRategIc plans
An exciting opportunity exisits for an HR Manager who thrives in a
creative and fast paced environment to work within a growing SME.
You’ll report to the CEO, supporting the business in both operational
and strategic HR. You’ll oversee employee relations and performance
management, work closely with business leaders to develop frameworks
and employee engagement strategies and manage recruitment and
talent management. Reward and recognition, HR process improvement
and supporting corporate business units and departments will also form
part of your role. In addition there will be further HR projects focusing
on remuneration, recruitment processes, HRIS system improvement and
As an experienced HR Manager
ideally from a retail or similar
environment, you’ll have exposure
to implementing HR strategies in
an SME environment and will enjoy
working in an ever changing culture.
contact natalie clark at
or 02 8226 9609.
pRevent & Resolve
An opportunity to work for a culturally diverse organisation that
continues to enrich and inspire the community has arisen for a talented
and highly motivated ER specialist.
This organisation is looking for an inquisitive, driven and talented
individual to work on a six month fixed-term contract.
Reporting directly into the HR Manager, you’ll provide expertise
regarding complex and difficult HR cases as well as influencing the
employee relations strategy and approach. In addition it’s expected that
you’ll present high quality, tailored employee relations research analysis
and advice to the leadership team.
Critical to securing this position
will be your demonstrated ability
to perform IR related research and
analysis, ensuring optimal solutions
contact laura Horton at
or 03 9604 9565.
23/03/15 4:54 PM
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