Talent Marketplace

Upwork, a global talent and work platform, recently held its Work Without Limits summit as an in-person and streaming event in Chicago The main stage was filled with customer and enterprise presenters, including Upwork’s Tony Buffum, vice president of HR Client Strategy, who served as moderator for the panel titled, “HR: Building Bridges Across the Organization.” Joining Buffum to discuss how HR leaders are earning trust, building awareness, and gaining alignment with key business partners to drive business results, was a panel that included:

• Zoë Harte, Chief People Officer at Upwork.
• David Harris, SVP of HR for PepsiCo.
• Sarah Harse, Global Category Leader for HR Services and Professional Education, Johnson & Johnson.

The panel discussion covered a variety of topics. However, a central theme was HR’s cross-functional collaboration in executing the enterprise’s talent strategy. This article explores several areas around that theme. While HR is looked upon by the enterprise to drive talent and other critical initiatives, it cannot do this alone. There must be a partnership across the entire business with other functions like procurement, finance, legal, marketing, engineering, and the like.

Responsibility Lies With Everyone

When it comes to the role of sourcing and identifying talent, who is ultimately responsible? This was the opening question that Buffum posed to the panel. Harte believes everybody is responsible for bringing exceptional talent to drive the business initiatives that are the priorities for the organization. “HR has a powerful role in that. And so do the people managers and so does procurement. We all must do it together to be successful,” she said.

Responding with a procurement perspective, Harse says in the past the function took the upfront role of sourcing, finding the channel, putting it in place, and ensuring it operated. However, that’s not enough anymore.

“Just having the channel available is not enough to really solve the challenges that are ahead for our people leaders. The more we can do to partner with our HR counterparts, our finance counterparts, or our legal counterparts to connect those dots and really think about each of us having a unique role to play — with the hiring manager at the center helping to navigate all these different channels we have available — is really critical,” Harse said.

Communication Is the Cornerstone

Because several business units contribute to the identification of talent sources, cross-functional collaboration is imperative. Harris described this process at PepsiCo, which included partnerships with finance (always a major role within large companies), procurement (to ensure all the contracts and partnerships are in place), and the internal talent acquisition team (securing the available people when and where they’re needed).

Of course, such collaboration couldn’t occur without effective communication. What projects are underway and the associated strategies? What are the different metrics or objectives among the functional lines? Harte says each individual team may be working toward different metrics. However, the role of the leader is to take a step back and look at the overall objectives they’re working toward. Knowing the business mission enables everyone to work together.

“It’s then easier to see how you can merge your objectives and key results together to ensure you’re making good compromises,” said Harse. “Communicate and really have a conversation about that so people understand the give and take of everyone involved. You’ll be able to find alignment and come to some level of agreement.”

Commit to Early Engagement

However, even the best-laid plans and communication can pose challenges. Harse spoke about her own experiences in procurement working through problem areas cross functionally and where opportunities exist to work toward a better goal. She said a common pitfall is the last-minute rush that can occur when a project is tossed over the wall to another function. Because both functions have not been on that journey together, there’s a lack of understanding around the purpose of the project and the work that’s been put into it.

For the individual or team suddenly holding the project, there’s a lack of alignment in terms of priority regardless of the urgency involved. Harse said much of the issue can be resolved with better early collaboration during the ideation phase.

“We have a number of subject matter experts across all our large organizations who can bring significant value to the table. Procurement shouldn’t be viewed at the table as simply the purchasing or supply chain person, but rather the beneficiary of these strategies as well,” said Harse.

She adds that the greatest learning coming into a new role supporting HR is that everyone can identify with the need for talent access. All are people leaders who understand the challenge of filling the seats to get the work done.

“It’s easy to get people on board with that message if you bring them in early and start to engage with legal and finance counterparts at the beginning of the journey to bring down some of those barriers that inevitably come up. This is crucial for those unique relationships we want to build to really be successful,” Harse explains.