Is your HR person brought into strategic conversations while decisions are still being shaped, or only after the decision is made, to handle compliance?

If your CEO were asked today whether HR adds strategic value or just process oversight, which answer would they give honestly?

Has your HR person ever had a senior mentor walk them through a real strategic decision, or have they only ever had access to compliance training?

At SHRM's national conference this year, Johnny Taylor — the CEO of SHRM — told the room that in his personal conversations with Fortune 500 CEOs, roughly thirty percent of them told him they see little value in their HR function.

Let that land. These are HR departments with real budgets, real headcount, real seats at the leadership table — and a third of the CEOs running those companies still aren't convinced HR is pulling its weight.

Now if that confidence gap exists at that level, I promise you it exists in small businesses too — it just doesn't get said out loud in a keynote. It gets said quietly, in a CFO meeting, when someone asks why HR needs another tool, or why a project is taking so long, or why the HR generalist wasn't consulted on a decision that clearly involved people.

Today I want to talk directly to the business owners and CFOs listening, and to the HR generalists too, because this cuts both ways. I want to talk about why that confidence erodes in the first place, and exactly what it takes to rebuild it — not through more meetings or more reporting, but through something HR in small businesses almost never has: senior mentorship.

Contact - > brad@scaletx.io

Podcast -＞ https://hrforsmallbusiness.podbean.com

Website - > scaletx.io

LinkedIn -＞https://www.linkedin.com/in/bradleyvoorhees/

Next Steps:

Step 1: Follow me on LinkedIn, https://www.linkedin.com/in/bradleyvoorhees/, to get more Senior HR Advice without the full-time hire.

Step 2: Visit scaletx.io to book a call with me to learn more about how we can support your HR team.

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