Dear HR Colleague,
As we close the first quarter of 2018, we do so with optimism. The global economy’s growth momentum appears to be continuing and business confidence is generally good.
Analytics remains topical with HR leaders around the world. In the past year, we have seen more people-based data and metrics than ever before. This is enabling better measurement of productivity, engagement and turnover, which in turn is driving more specific talent management strategies.
A continuing struggle for HR leaders is learning how to use all the data that analytics provide – and harnessing the technologies that allow data to be efficiently gathered and leveraged. Nonetheless, predictive analytics remains out of reach for the vast majority of companies.
At a headquarters level, ChapmanCG is working more than ever before with CHROs who want to find and grow specialist talent in Employer Branding, HR Analytics, Executive Recruitment, and HRIS linked to innovation in Artificial Intelligence and Robotics.
CoE build is also highly active for us. We are seeing demand across the globe in Talent/OD, Talent Acquisition, Diversity & Inclusion, and HR Transformation/HRIS. Added to this is a requirement for business partnering capability. As a result, there is particular interest in individuals who have a mix of generalist/HRBP and specialist experience.
CHROs are increasingly expressing a view that “everyone in HR needs to be a business partner.” We are also seeing a renaissance in HR Operations where this role is being asked to innovate and create new and better ways of delivering HR services.
Out of all the specialist areas, Talent Acquisition arguably stands out as the one that is evolving the fastest. For many companies, this function is now becoming more broadly responsible for areas such as internal mobility, employer branding, employee engagement and ensuring a positive on-boarding process for new employees.
We look forward to working with you in this evolving HR landscape.
Matt and the team at ChapmanCG