Transforming HR: Unlocking the Top 5 Game Changers

As organisations continue to navigate the evolving business landscape, the HR function finds itself at a pivotal crossroads. With the increasing complexity of workforce dynamics, technological advancements, and shifting employee expectations, HR has the opportunity—and responsibility—to become a cornerstone of organisational success.

Few professionals embody this transformative potential as strongly as Diego Navarro. Diego began his career as an employment lawyer in Madrid, Spain, before transitioning to the corporate world to pursue a career in HR. Over the past 21 years, he has established himself as a global HR leader with an impressive track record across Fortune 500 companies in diverse industries, including: Novartis, Roche, AstraZeneca, Airbus, Syngenta, Adidas Group and Zurich Insurance.

Diego’s career spans multiple continents—he has worked and lived in seven countries across Europe, Latin America, and the Middle East and Africa and he has a unique ability to navigate complex, multicultural environments. His roles have ranged from manufacturing sites to regional and global leadership positions, earning him credibility with CEOs, MDs, and senior executives as a high-performing HR leader who drives growth and business transformation.

From his experience, Diego has identified the "Top Game Changers for HR," a roadmap for HR professionals looking to amplify their impact and transform their organisations.

Talent Acquisition and Recruitment: Moving Towards an Integrated Approach

The artificial separation of Talent Acquisition and Talent Development creates inefficiencies that hinder a holistic view of internal and external talent. HR must reimagine this model with a fully integrated end-to-end talent function. By redefining roles—such as introducing "Talent Partners"—and prioritising proactive talent scouting, organisations can:

• Build robust pipelines for business-critical roles (BCRs).
• Equip hiring managers with the skills to excel in talent sourcing and development.
• Embed KPIs such as time-to-hire and diversity metrics into business objectives.

Organisational Development and Succession Planning: Preparing for the Future

Succession planning for business-critical roles often falls short. Diego's view on this is is that less than 50% of business critical roles have ready-now successors. Organisations need to adopt a strategic and long-term approach to talent development that focuses on:

• Building future-ready skills and mindsets.
• Eliminating silos in talent pools across business units.
• Balancing "time in role" to avoid business continuity disruptions and regrettable talent losses.

Performance Management: Shifting the Focus to Systemic Impact

Traditional performance management systems tend to emphasise short-term individual achievements, often at the expense of long-term organisational health. A reimagined system focuses on:

• Balancing individual and systemic contributions.
• Rewarding team effectiveness, diversity, inclusion, and a sense of belonging.
• Aligning short-term results with mid-to-long-term organisational goals.

Reward Systems: Embracing a Skill-Based Philosophy

Rigid job architectures often limit companies' ability to attract and retain unique talent. A shift towards a human-centric and skill-based reward framework recognises the value of individual skills and experiences beyond predefined job descriptions. Key steps include:

• Moving from role-based to skill-based compensation models.
• Recognising and rewarding contributions that enhance organisational agility and innovation.
• Aligning rewards with employee expectations for fairness and inclusivity.

Fostering a Culture of Coaching, Inclusion, and Diversity

A transactional approach to management no longer suffices. In 2024, organisations must cultivate deep, human-centric connections that prioritise:

• Coaching as a core capability for people managers.
• Inclusion and diversity in talent management, from recruitment to performance evaluation.
• Employee engagement and well-being are essential components of organisational success.

By embedding these values into day-to-day operations, HR can unlock the full power of diversity and create a culture where all employees thrive.

Looking Ahead: Transforming HR for Sustainable Success

In this video conversation, Andrea and Diego discuss the origination of these "game changers" and highlight the critical role HR plays in shaping the future of work. By embracing integrated talent functions, strategic succession planning, innovative performance systems, skill-based rewards, and a culture of inclusion, HR leaders can position their organisations for lasting success.

Game Changers in HR

Integrating Talent Acquisition and Talent Development

Culture Transformation Impact with Talent Partners

Creating a Business Case for Change

Final Reflections

The Video Conversation in Full