A recent survey of professionals by Hudson RPO sheds light on a large disparity in how the HR function is perceived. When asked what best describes the way the HR function is viewed in their organization, 44% said HR is viewed as a core strategic partner, while a majority (56%) saw HR as an order taker, not a strategic contributor. This division reveals the challenges HR faces in asserting its value at the leadership table.

Adding to the complexity, external research by Lattice underscores the undervalued role of HR at the executive level. Only 27% of C-suite executives believe HR programs are linked to revenue growth, a stark contrast to the 83% of HR leaders who feel they significantly impact productivity.

This disconnect becomes even more pronounced in the context of organizational recovery following layoffs. HR leaders estimate a recovery period of four to 12 months, while the C-suite expects a faster rebound. These misalignments raise pressing questions about HR’s strategic relevance and influence in shaping company priorities.

The current state of HR

HR’s responsibilities extend far beyond hiring and compliance. From talent management to fostering company culture and inclusion and belonging initiatives, HR has a multifaceted role in organizational success. However, the perception of HR as a mere administrative function persists, especially among top executives. This perception not only undervalues HR’s contributions but also limits its potential to act as a strategic partner.

When HR is relegated to the sidelines, organizations miss out on leveraging one of their most critical resources—their people. For instance, during economic downturns or organizational restructurings, HR’s expertise in workforce planning, employee engagement and succession strategies can be pivotal. Yet, if HR lacks a seat at the table, these opportunities for strategic input may be overlooked.

Why the disconnect exists

The divide between HR’s self-perception and its perceived value by the C-suite can be attributed to several factors:

1. Metrics misalignment: The C-suite often prioritizes financial metrics, such as revenue growth and profitability, while HR tends to focus on metrics like employee engagement, retention rates and diversity goals. Without clear links between these HR metrics and business outcomes, the strategic impact of HR can be overlooked.
2. Communication gaps: HR leaders may struggle to articulate their contributions in terms that resonate with business executives. For example, while HR might highlight improved employee satisfaction, the C-suite may be more interested in understanding how that translates into productivity and revenue growth.
3. Traditional perceptions: Historical roles of HR as administrative support have ingrained biases that are difficult to overcome. Even as HR has evolved, these outdated perceptions persist in some organizations.
4. Reactive vs. proactive roles: When HR operates in a reactive mode—addressing immediate problems rather than proactively shaping strategy—its value as a strategic partner diminishes.

Enhancing HR’s influence in the C-suite

For HR to be seen as a core strategic partner, it must strengthen its influence and alignment with organizational leadership through such efforts as:

1. Align HR with organizational goals

To strengthen its strategic role, HR must closely align its initiatives with the organization’s vision and priorities. This means linking employee development programs like increased innovation or inclusion efforts to enhanced market performance. Regular reassessment of HR strategies ensures they remain relevant and impactful. By contributing to leadership development, culture building and workforce planning, HR can demonstrate its importance as a key driver of organizational success.

2. Build business acumen

HR professionals should deepen their understanding of business fundamentals and industry-specific challenges to engage meaningfully with the C-suite. This knowledge helps them design strategies that address real organizational needs, from improving operational efficiency to fostering growth. For example, understanding market dynamics enables HR to develop workforce plans that anticipate talent shortages or technological shifts. Greater business acumen builds trust and positions HR as a knowledgeable and credible partner.

3. Control costs

A core way that HR can showcase its value to the C-suite is to effectively monitor costs and look for areas for cost optimization. The focus should be on both their own HR budget in terms of total compensation for the team, as well as all efforts surrounding human capital. Normally the HR budget is a relatively small number, less than 1% of a company’s net revenue, so looking at areas across all human capital efforts could garner a much greater impact.

Elements may include effective succession management plans that can reveal internal mobility opportunities for high performers and, conversely, eliminate poor performers. Other areas include automation of repetitive tasks such as onboarding, leave requests or payroll processing. Also, leverage part-time or outsourced labor in lieu of hiring full-time employees and source talent from lower-cost regions across the globe. There are ways to optimize the recruitment process, including conducting targeted, skills-based interviews and reducing time-to-hire. Another area to examine is your benefits offering. How can offerings shift to reduce costs while still providing the benefits that will aid in engagement and retention?

4. Leverage data to demonstrate value

Data-driven insights are essential for HR to show its impact and secure leadership buy-in. Metrics such as turnover reduction costs, training ROI or productivity gains from engagement programs provide concrete evidence of HR’s contributions. By presenting data in a way that connects HR initiatives to financial and operational outcomes, HR can move beyond soft metrics to demonstrate measurable business impact. This analytical approach also enables HR to identify trends and optimize strategies proactively.

5. Communicate strategically

For HR to influence the C-suite effectively, it must communicate in terms of ROI, business growth and strategic outcomes. Framing initiatives as drivers of measurable value—such as “a 15% increase in productivity from targeted engagement strategies”—makes HR’s role more tangible. Clear storytelling, supported by real-world examples and data visualizations, ensures that HR’s message resonates. Strong communication skills also enable HR to advocate for a seat at the table in key decision-making processes.

6. Foster innovation and agility

In an era of rapid change, HR must lead in adopting innovative practices that address workforce challenges. Initiatives like flexible work policies, AI-driven talent analytics or upskilling programs ensure that HR stays ahead of evolving business needs. Agility also means revising outdated practices and embracing experimental approaches to problem-solving. By prioritizing innovation, HR positions itself as a proactive partner that helps the organization navigate uncertainty and seize opportunities.

7. Build trust through results

Trust is earned through consistent delivery of results that align with organizational goals. By following through on promises—such as reducing turnover by 20% or increasing workforce diversity—HR builds credibility with the C-suite. This trust enables HR to secure buy-in for future initiatives and strengthens its influence in decision-making. Delivering measurable outcomes also reinforces the perception of HR as a reliable and results-oriented function critical to the organization’s success.

It is critical to recognize the importance of bridging the gap between HR’s contributions and its perception within organizations. Addressing this disconnect requires aligning HR strategies with business priorities, communicating their impact in measurable terms and fostering innovation to meet evolving workforce challenges. By taking these steps, HR can strengthen its role as a strategic partner and drive lasting value for both employees and leadership. As organizations navigate complex environments, ensuring HR’s voice is heard at the leadership table remains a critical step toward long-term success.

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