Who should drive HR projects in the company?

The legitimacy of human resources in the management of HR projects

Everything related to human resources is naturally managed by the HR department. His functions consist of accompanying the company’s transformations, creating a common culture, mobilizing and involving managers in the application of the decided orientations and promotingsocial innovation. It is also in this wake that the HR strategy is strongly impacted by technological evolutions with this hyper connection via Internet, new working methods, organizational changes… The HR Department is therefore very much expected to play its role of pilot and accompanier on all these subjects. It is at the forefront of implementing a development plan and HR processes that integrate new societal trends.

The various HR projects managed with the other departments of the company

Although the HR department is perfectly orchestrating the implementation of new HR processes, some projects require skills and knowledge that may be outside its scope of action. Therefore, the implementation of a forward-looking management of jobs and skills(GPEC) requires the active participation of several actors.

Managers provide valuable assistance in developing an HR project by highlighting the current and future needs of their teams. They are also responsible for the effective implementation of this project on the ground. It is clear that the Human Resources Department remains the HR project manager, the one who coordinates and guarantees the coherence of the actions with the full involvement of the managers.

Project management such as employer brand development is more of a marketing issue. Human resources is required to collaborate with this service by providing guidance. But they cannot manage this project exclusively. They must rely on marketing and communication, which provide real expertise in developing the company’s image. In the same way, the enhancement of the employee experience can only be achieved with the involvement of the marketing department and the business managers. They rely on the customer experience to enable the realization of the employee experience. Their collaboration therefore brings a concrete dimension to HR project management.

All these internal collaborations do not diminish the strategic and steering role of human resources. On the contrary, they allow the latter to acquire the capacity to manage subjects it is less familiar with.

Also read in our "HR strategy management tools" file:

• Digitization of HR services: the key to overcoming the crisis
• How to conduct a managerial innovation process?
• CSR as a leverage for performance and innovation
• 7 HR trends for 2023
• From "customer centric" to "employee centric
• Employee experience: why are HR and employees not aligned?
• What are the major issues facing HRDs today?
• Organization, talent management, recruitment: priority HR projects?
• Human resources management: what HR strategies for the future?
• Best practices to manage your HR strategy in an optimal way
• The different HR management tools to carry out your HR strategy
• HRIS software: the different areas of intervention for the HR function
• How to convince your management to invest in an HRIS tool?
• Is it necessary to be accompanied in the management of an HR strategy?
• What indicators should be defined to measure the performance of an HR strategy?
• HR strategy: how to achieve effective HR reporting?
• Who should drive HR projects in the company?
• Setting up a working group for an HR project: who should be involved?