Deconstructing HR in the Technology Sector: From Enforcer to Strategic Business Partner

I have been in the world of Human Resources since 2017 -with some academic breaks such as Master’s and PhD. Although I was mostly involved in the recruitment side, I had the opportunity to get to know many technology companies and HR professionals closely since I worked as a consultant in an HR consultancy company known as one of the most fast-paced environments. Thanks to this experience, I observed some companies restructured their human resources departments, while some companies continued their traditional HR practices. I believe that HR in the technology sector should be aligned with companies’ technology roadmaps and agile environments. I would like to go more in-depth on this subject in my future articles, but in this article I will share some tips on how HR restructuring can happen.

Beyond the Rule Books

In the dynamic world of technology, traditional HR models are no longer sufficient. If HR is still an office manager for you, it’s time to leave this image behind! HR in the technology sector needs a dynamic evolution from prescriptive to a strategic business partner that drives growth and talent acquisition (Ulrich et al., 2010).

From Reactive to Proactive

Collaboration is the key of everything. HR should actively participate in strategic planning and understand the company’s technology roadmap. This collaboration indicates a proactive HR that shapes the future of the company, rather than having a reactive attitude to problems (Smith, 2022). For this, of course, it is necessary to be an HR partner who follows the developments in the technology world and has knowledge of technology and especially software terms.

Talent Magnet

Attracting and retaining the best talent in the competitive technology environment requires a strategic approach. First of all, HR must create an impressive employer brand today. This requires going beyond dusty old job postings. Consider flexible work arrangements, remote work options, work-life balance, and access to the latest technology and professional development opportunities.

From Onboarding to Ongoing Growth

Onboarding is just the beginning, the real challenge begins afterwards! HR in the technology sector must take a continuous, data-driven approach to employee development. This means access to enriched learning paths, mentoring programs, and internal and external training opportunities that equip employees with the knowledge and skills needed to succeed in the ever-changing technology environment. Nowadays, it is almost impossible to think of an HR that is not involved in training processes.

Beyond Buzzwords

Redefining HR in the tech sector is not just a hype. The point here that I want to draw attention to is the critical role that HR plays in creating high-performance teams and ensuring the long-term success of the organization. By embracing people’s well-being, encouraging collaboration, and prioritizing talent acquisition and development, HR can transform from an administrative position to a business partner at the heart of the technology revolution.

I hope it was a useful and enjoyable introduction piece for you. We will continue to talk about the relationship between HR and technology in future articles!

References

Bennett, C. (2015, 02 27). People and HR Analytics. Deloitte Insights, https://www2.deloitte.com/uk/en/insights/focus/human-capital-trends/2015/people-and-hr-analytics-human-capital-trends-2015.html#

Smith, A. (2022, 08 22). How to Move From Administrative HR to Strategic HR Partner. https://www.linkedin.com/pulse/how-move-from-administrative-hr-strategic-partner-anita-smith/

Ulrich, D., Allen, J., Brockbank, W., Younger, J., & Nyman, M. (2010). HR Transformation: Building Human Resources from the outside in. NHRD Network Journal, 3(4), 102–102. https://www.researchgate.net/publication/329940640_HR_Transformation_Building_Human_Resources_from_the_outside_in