Zoltan Vadkerti is a work-life expert, blogger and co-founder of the WorkLife HUB.
Actually, it has never been a typical career path, still the prophecy came to light. Albeit, it might be important for us to underline at the beginning of this blog post that for HR executives to reach the top of the top has been a pretty unique pattern. Also, in terms of the corporate landscape it is worth mentioning that HR has always been considered to be a “backwater area” with lots of administrative and repetitive tasks to attend to; a label that held HR hostage for decades and against which the tide has recently started to turn.
By today, successful companies have all understood that for them to become cutting edge entities they need to be able to stay innovative, creative and learning organisations. In parallel, twenty-first century leaders realized that getting the most innovative and fresh ideas require them finding out how to work with the best talents available on the market. What’s more, board members are more and more leaning towards engaging executives with HR backgrounds as pressing topics, such as talent retention and attraction are growing challenges.
Indeed, the “art of HR” over the last decades has started to slowly but surely unfold with its go-getters and thought leaders (Josh Bersin, Dave Ulrich, Meghan M. Biro etc.) driving innovation, research and global conversation. Thanks to these developments, and to the explosion of the internet and social media platforms, by now the infamous backwater role of human resource management has clearly turned to dust. Present-day HR professionals do not (or should not) bottleneck organisational progress, instead their function is to drive business performance and support CEOs as change agents and guardians of human capital development. Where does this development take us?
The “art of #HR” has started to unfold with its go-getters and thought leaders!
Its growing influence and ability to benefit from important developments have taken the new generation of HR professionals from the lower rank positions, which has defined HR for years, to the starting blocks turning them into optimal runners for senior VP, president, COO or CEO positions. There are a growing numbers of examples of outstanding executives who started their career within the walls of HR. Here, we would like to introduce to you 6 dynamic leaders who, in their pursuit to becoming executives, climbed the HR ladder first.