6 Steps for Creating a Partnership Between HR and Management

  • Sep 7
6 Steps for Creating a Partnership Between HR and Management

As the business world evolves, so too does the role of human resources. No longer simply a function for hiring, firing, and managing benefits, HR now plays a pivotal role in strategic planning and decision-making. But to truly maximize this potential, HR and Management need to work hand-in-hand together.

Here, we will uncover how HR can step out of its traditional silo and build a strong, effective partnership with Management. This transformation can lead to improved organizational performance, employee satisfaction, and ultimately, business success.

So, get ready to explore the steps to create this crucial alliance and revolutionize the way your company operates.

Creating Partnerships Between HR and Management

1. Offer Support

Managers are busy people, focused on productivity and numbers. So, they often don’t have time to devote to tasks like performance appraisals, disciplinary issues, and behavioral concerns. This is where HR professionals can offer to help managers by providing training, advice, and assistance.

2. Be Great Communicators

In business, as with most areas of life, communication is vital. People need to hear a message many times, through many channels, before it fully sinks in, which has been proven by the marketing industry. A consistent message to the employees of an organization needs to be made, so they know HR is there to grease the wheels. That way, everyone can do their job effectively and efficiently.

3. Development and Training

Perhaps the best way HR and Management can come together is in showing support for the organization by offering programs that assist employees in becoming better at what they do. This includes leadership initiatives, team-building skills, management techniques, and diversity and compliance training.

4. Open Door Policies

HR and Management should keep an open door policy and make sure they’re available to comply with it. Walk the walk, in other words.

When an employee comes with an issue, it’s crucial to prioritize their concern and provide them undivided attention. This might involve pausing current tasks, actively listening to what they have to say, and engaging in constructive dialogue to address their issue.

Such a practice can significantly impact an organization’s culture. After all, it fosters a sense of trust, since employees know they have a leader who values their input and is ready to assist them. They feel heard and acknowledged, which can lead to increased job satisfaction and loyalty toward the organization.

5. Best Practices

Many organizations are achieving great success with different practices, and there is no shame in following the best. Not every program or practice is going to be a good fit with an organization. But many valuable lessons can be learned from other companies’ growing pains. It can effectively save time, effort, and costs to use best practices, which further benefits the entire organization.

6. Strategic HR

The daily practices of HR are important and necessary. However, strategic planning and leadership are where HR becomes a partner in the organization. There is a lot of information used in strategic planning that’s collected by HR. So, it makes sense that the HR department should be involved in tying employee performance to achieving strategy. This requires HR leaders to become strategic thinkers as well as managers and taskmasters.


There isn’t a one-size-fits all how-to guide with HR, because every organization is different. HR and Management need to understand what works for their organization to help leaders become more successful. And they can do this by offering the support, knowledge, and advice they need.

HR professionals can become business partners by offering support, communicating effectively, and developing and implementing training programs.

An open door policy further helps foster trust and loyalty to an organization.

Utilizing best practices from other companies is a great way to save time, effort, and costs.

Strategic HR requires leaders to be able to think critically and understand what works best for the organization.

Article written by Robin Talley, a seasoned content and essay writer at KingEssays with expertise in creating engaging narratives. With a background in English Literature, she leads a dynamic team of writers, fostering creativity and innovation. Outside work, Robin is an avid reader and enjoys nature hikes with her family.

Last updated October 26, 2023