HR Directors – want to be more Director and less HR?

Article By
James Cumming
James Cumming
Posted On29th April 2023
Posted On29th April 2023

HR Directors – do you want to be more Director and less HR? 

For years now, HR executives have been getting a tough time in the business world. On the one hand, they are frequently told that they need to be strategic and to operate at the top table, and on the other hand, they are lambasted for minor problems with issues such as terms and conditions, contracts, pay or disciplinaries.

Human Resources (HR) Directors play a critical role in managing an organisation’s most valuable asset – its employees. However, many HR Directors often find themselves bogged down in day-to-day HR tasks, leaving

little time for strategic initiatives. 

To become more of a director and less focused on HR functions, HR Directors need to adopt a strategic mindset, build strong relationships with other executives, delegate HR functions, develop their leadership style and stay current with the latest HR trends and best practices.

Here’s the thing – CEOs expect you and your team to deliver the core HR processes well, but they don’t care about these processes beyond the fact that they are done. What they really care about is growing the business, taking risks, innovating processes, retaining customers and leveraging technology.

In this blog post, we will explore these strategies in detail and provide actionable tips to help HR Directors become more effective leaders and drive the success of their organisations.


How to become more commercial?

To become more of a director and less focused on the day-to-day HR tasks, HR directors should consider the following steps:

  1. Develop a Strategic Mindset: HR directors need to understand the company’s strategic goals and align their HR strategies with those goals. This requires them to be more business-oriented and think beyond just HR
  2. Build Strong Relationships: HR directors should build strong relationships with other executives in the organisation, including the CEO, CFO, and other department heads. This can help them gain a deeper understanding of the company’s needs and priorities.
  3. Delegate HR Functions: HR directors should delegate HR functions to their team members, allowing them to focus on strategic initiatives. This also provides an opportunity for team members to develop new skills and take on more responsibilities.
  4. Develop a Leadership Style: HR directors should develop their leadership style, which includes being a good communicator, providing clear direction, and leading by example. This will help them build trust with their team
    members and empower them to take ownership of their work.
  5. Stay Current: HR directors should stay up-to-date with the latest trends and best practices in HR management. This will help them identify opportunities for improvement and make informed decisions about HR policies and procedures.


At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organization’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our guide to executive search please get in contact with our Managing Director, James Cumming

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