
How Business Acumen Redefines HR Leadership
Jan 27, 2025
Discover how embedding business acumen and building strategic relationships can transform HR leadership. In this insightful podcast, Adrian Tan and Michael Sirikul, People Director at Chais Corporation, explored about the evolving role of HR and the rise of hybrid leaders in CHRO positions.
In the ever-evolving field of Human Resources (HR), professionals are charting new career paths, breaking away from traditional HR trajectories to ascend into top roles like Chief Human Resources Officer (CHRO). A recent conversation with Adrian Tan and Michael Sirikul, People Director at Chais Corporation, sheds light on this trend, emphasizing the critical role of business acumen in HR, the emergence of hybrid leaders, and the importance of fostering relationships with business leaders.
The Role of Business Acumen in HR
To excel in today’s HR landscape, understanding the business’s core operations is no longer optional—it’s essential. As Michael Sirikul explains, “One of the key things for me myself was business acumen.” Over the past decade, the perception of HR has shifted dramatically from an administrative support function to a strategic partner contributing directly to business outcomes.
Gone are the days when HR was solely focused on recruitment, payroll, and policy management. Now, HR professionals must understand their organization’s broader goals, the specific needs of various departments, and the alignment of human capital strategies with business objectives.
Michael recalls an instance from his career: “When people talk about needing a sales manager for a particular brand, it’s not just about recruitment but understanding what exactly they need.” By partnering closely with business leaders, HR professionals can anticipate organizational needs and proactively develop strategies to meet them, moving beyond traditional boundaries to blend operational tasks with strategic insights.
The Rise of Hybrid Leaders in HR
A growing trend in HR leadership is the emergence of hybrid CHROs—business leaders who transition into HR roles. These leaders bring a robust understanding of business strategy, enabling them to make HR decisions that align with corporate objectives.
Michael notes, “They are very expert in business, know how to make the company survive, and understand what is needed from HR to meet business objectives.” However, transitioning from a business role to an HR leadership position comes with challenges.
Often, these hybrid leaders lack in-depth knowledge of HR-specific processes, such as compliance or talent management, which can create a gap between strategic goals and functional execution. To bridge this gap, Michael advises building a strong HR team: “They can hire someone under them who is the expertise.” By fostering trust and collaboration with experienced HR professionals, hybrid leaders can ensure operational excellence while driving strategic initiatives.
Building Relationships with Business Leaders
For traditional HR professionals aiming to climb the HR ladder, forging strong relationships with business leaders is crucial. Understanding the operational challenges faced by other departments enables HR to tailor its strategies and become a valuable partner in organizational success.
Michael emphasizes the importance of humility and empathy: “Take away your HR ego when talking to them… and put yourself in their shoes.” This mindset fosters open communication and a deeper understanding of how HR can address business needs.
Adrian Tan adds that HR professionals must work to dispel negative perceptions associated with HR communications, often seen as carriers of bad news. Clear, proactive, and transparent communication can ease tensions and build trust, paving the way for productive collaborations.
Key Takeaways for Climbing the HR Ladder
The insights shared by Michael and Adrian provide a roadmap for HR professionals seeking to advance their careers while driving meaningful change within their organizations.
- Embed Business Acumen in HR Functions
Understanding the business’s operations, strategies, and performance metrics empowers HR professionals to align their efforts with organizational goals. Strategic alignment enhances decision-making and positions HR as a critical partner in achieving business success. - Leverage Hybrid Leadership
Non-traditional CHROs bring a fresh perspective rooted in business strategy. However, they must rely on strong HR teams to manage the technical and operational aspects of HR effectively. This collaboration ensures a balanced approach to HR leadership. - Build Relationships with Business Leaders
Cultivating trust and empathy with business leaders is essential. Spending time with other departments, understanding their challenges, and adopting a proactive approach helps HR tailor strategies that resonate with business needs.
Navigating the Future of HR
The evolving dynamics of HR demand versatility, strategic thinking, and a business-oriented approach. By integrating these principles, HR professionals can navigate their careers more effectively, transitioning into leadership roles while significantly contributing to their organizations.
The conversation with Adrian Tan and Michael Sirikul underscores the critical interplay between business acumen, hybrid leadership, and relationship-building in modern HR practices. As organizations continue to evolve, HR’s role as a strategic partner will only grow, making these insights indispensable for professionals aiming to lead the future of work.
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About Rolling Arrays
Rolling Arrays has been driving SAP SuccessFactors-led HR Transformation since 2009. The company specialises in SF consulting, implementation, and support and also builds applications to enhance the utility of the SuccessFactors platform. It is committed to designing systems that help its customers to attract, develop and retain talented individuals. In 2021, Rolling Arrays was recognized as one of the top 75 fastest-growing companies in Singapore by The Straits Times & Statista.