HR Transformation: Admin to Strategic | Student's reminiscence

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Transforming The HR Function From Administrative To Strategic – Student’s Reminiscence

21 Dec 2021
- admin
Hot from the press – Leena Nair got appointed as the global CEO at Chanel. So, what is so great about that, one may ask. Why is it significant, especially for Human Resource Professionals? Till yesterday, Leena Nair was the global HR Head at Unilever. Now she is heading Chanel worldwide, one of the world’s largest luxury fashion houses. This is a HUGE inspiration for HR professionals. The transition from an HR role, which till date, is viewed as an administrative function, to a strategic role as the head of an organization is a massive one. I am excited as it reinforces the concept that an MBA in HR management and a career in a functional role is just the starting point to a great potential career. The HR professionals are now being viewed as strategic partners for organizational growth, worldwide.

HR leaders & managers can approach their careers through different paths. They can either grow in administrative roles like hiring, compensation or labour conflict resolution. Whereas some can look to contribute for organizational success through strategic role play or contributions. Strategic HR management requires functioning at a higher level and considers contributing to organizational objectives. This requires a mindset that looks to solve business problems through a direct, hands-on approach. Undoubtedly, there is a need to integrate and follow a balanced HR approach that addresses human AND economic issues in the business ecosystem.

My personal experiences have been driven by exactly the methodology outlined above. In the formative years, I was oblivious to the real purpose of the MBA in Human Resource Management education and the importance of the role of chosen paths to success.

Like every starry-eyed youngster, I had a linear vision of success. The path, according to me, lay in basic education (read graduation) leading to a business. Needs were simpler and life was fun as long as it lasted. Building a startup was exciting and the potential seemed limitless. Soon we had 20-people working in my setup. I thought I had made it big. However, life has its own ways of equalizing everything and teaching us important lessons. In the aftermath of the Lehman Brothers collapse and the global recession that followed, my venture was impacted badly. Post the recession, I started facing an identity crisis. Despite having a job, I was not at ease. I had realized that upgrading skill and knowledge was important if I had to stay relevant.

The next part of my story leads to the SOIL Institute of Management. The choice was not easy. As a student in the first batch, there were no precedents or feedback for the institute. I kept faith with the legacy of people behind the institution. The founders of Grow Talent, one of the biggest HR consulting firms in India were the promoters of SOIL.

SOIL HR Leader Network
The HR Network is an elite group of leaders who hold top corporate positions in the field of HR. These leaders enrich the SOIL experience by providing an opportunity for the students to network through various leadership events that occur at SOIL. The network also helps SOIL in bettering the HR curriculum through their valuable industry inputs.

Leaders as part of the HR network is given below. (Not Exhaustive)
- Rajeev Dubey
  
  Former Group President, HR, Mahindra & Mahindra
- Dr. Santrupt Mishra
  
  CEO, Birla Carbon, Aditya Birla Group
- Leena Nair
  
  Chief Human Resources Officer, Unilver
- Prithvi Shergill
  
  Former Chief Human Resources Officer, HCL Technologies
This was good for me as I made the tricky decision of joining the Institute and the course I wanted to pursue – one year PGPM – MBA in HR management

The transition to education after being in the industry for 10 years was itself a challenge. But I am glad that I persevered. The journey and the days at SOIL will remain etched in my memory. The pedagogy along with the unique structure of the course, integration with experiential learning, the true meaning of leadership, concepts of ‘Diversity’, etc – SOIL taught me a lot. I carry my teachings to this day and have applied them in real life situations. The PGPM – one year MBA in Human Resources program itself drew its methodology and content from industry expectations and has kept evolving on a continual basis, year on year.

I have been able to apply a lot of my SOIL learnings in a host of roles in the HR function. Today, I am the global head of HR with Welspun Group for the Home Textile division. My focus areas are concentrated around building high performance organizations. Besides, I have strengths in the area of corporate partnerships to strengthen organizational readiness to tackle future challenges.

To outline briefly about the skills that have transformed my career, I would like to mention a few:
- Expertise that helped my career – The PGPM gace me the requisite business skills thereby boosting my ability and confidence to handle complex situations.
- Global Thinking – A mindset that has helped me to think transnational while approaching business situations.
- Network and Collaborate – The wide exposure helped me to build a network and community that helps me to keep evolving at work.
- Business Leadership – A thought process that helps me to think and look at situations as a leader rather than an administrator.
I have had the privilege to learn that a HR professional has the ability to transcend from the administrative to strategic roles. This has opened new vistas in my career. I look to continue to make an impact in the profession through the skills I imbibed at SOIL.

As I transition to the next phase of my career, I am ready to take on new challenges.

“Education is the passport to the future, for tomorrow belongs to those who prepare for it today.
~ Malcolm X.