The new genre in leadership: HR Double-hatting

Talking of their double-hatting role, HR's today should be highly enduring strategic advisors. Building a high functional-executive team is a challenge for any organisation as it is the foundation behind execution of any successful business strategy. Previously, it was the CEO's who used to lead the team and was responsible for collaboration and alignment which is highly impossible now for them with their tight travel and meeting schedules and many other complexities. This is when HR's should enter the fray acting as a big cheese to drive the company's talent operations like leadership development, performance management, learning and development, succession planning and many other strategic contributions. 

What happens when HR wears 2 hats?

Growth, growth and more growth of the company. It was found that when HRs develops well executed business plans there is a rise in employee performance by 22%, employee retention by 24%, revenue growth by 7% and profit by 9%. 

Like every coin has two sides, double hatting can at times become a double edge sword. To juggle between the management and strategic business approaches of the organisation requires lot of nerve as fulfilling dual role is not always easy and also not everyone’s cup of tea. The main obstacle with double hatting approach is the expectation on a broad spectrum. 

This might also compel the HR's to lend a blind eye to their primary responsibilities like hiring, work culture, compensation and benefits, compliance, employee relations etc. leaving all at a peril. To accept this dual role one has to be highly skilled and a truly committed worker otherwise workplace stress and unhappiness are sure to follow, said David Owens. People will wear out causing a steering ripple in the quality of work and ability to support as no normal human being can excel in both roles with an ease. 

While most of the senior HR professionals are double hatting in their present role, a majority of them are not paid luxuriously for their extra work. According to a survey conducted by HR partners in conjunction with inside HR magazine, it was found that 90% of professionals who double hat do not get paid anymore for doing that. However, more than half (55%) of HR executives who currently double hat are in the $200K plus remuneration range. 

So are you ready to double hat in your organisation? I leave it to you to decide if double hatting is good or probably not? or Is it only for hyper-achievers?