The Top 10 Expectations for HR: Key Insights from the SHRM Talent Summit

At the SHRM Talent Visionary Summit25, Hemant Malik, Executive Director, ITC & Divisional Chief Executive, ITC Foods Division, delivered a keynote that challenged traditional HR and talent management views. His insights offer a fresh perspective on how HR can drive business success in today's dynamic environment. The future of HR is about being more than a support function—it's about becoming the force that drives organizational success.

The Misunderstood Role of HR

Hemant began by questioning why HR often needs to align with business strategy. "Would you ever say aligning marketing strategy with business objectives?" he asked, highlighting a common misconception. HR is frequently seen as a back-office function rather than a strategic partner. "Why does HR need the alignment? Is it that HR has not done enough, or has the business not realized HR's role?" he pondered. The discussion challenged why HR often needs to "align" with business strategy as if its role is supplementary rather than integral. This outdated mindset requires a shift—HR must be recognized as a co-creator of value, just like marketing, finance, or operations. 

HR's Invisible Work

One of the key points Hemant made was about the often invisible nature of HR's work. He shared an anecdote about a survey in his office where responses about HR's role ranged from career planning to organizing Rangoli competitions. This diversity in perception shows us the need for HR to communicate its value and contributions. "A lot of time, nobody can see what HR does," he noted.

Let's consider this scenario. A young, ambitious professional joins a company, and on their first day, they’re filled with excitement and fresh ideas, ready to make a difference. Fast forward five years—they’ve learned much, contributed to important projects, and maybe even moved up the ladder. When asked to share what has shaped their experience the most, they focus on the mentorship they received, the skills they developed, and the fantastic company culture that made their journey truly special. This shows the incredible and often unseen power of HR.

Now, let’s consider a different situation. A team is having a tough time adapting to market changes. The company has all the resources and a great vision, but the workforce struggles to keep up. Processes feel slow, teamwork between departments isn’t strong, and innovation seems to be paused. This is where HR can step in as an invaluable partner, helping to connect talent strategy with what the business needs.

Also Read: Embracing the Rental Mindset: D. Shivakumar's Insights from SHRM Talent Visionary '25

Talent Management: The Core of HR

At its heart, HR is about talent—finding, nurturing, and leveraging it to achieve business goals. He asked, "What do you want from HR?" For him, the answer lies in aligning HR's efforts with business goals like market share, bottom-line improvement, and top-line targets. "We need to gain market share; we need to have a superior bottom line; we need to achieve our top-line targets," he stated. He stressed that HR's primary focus should be managing and developing talent.

The Challenge of Change

Organizations must adapt to survive in the ever-changing business environment. "Change will happen, and all of us have to figure out and find our routes regarding how we survive," he said.

Ten Expectations from HR

He outlined ten key expectations from HR, which he believes are crucial for future success:

1. Day One Culture: Maintaining a mindset of innovation and agility. "I want this day one culture to maintain. How are we going to make sure that it gets maintained?" he asked.

2. Differentiation and Innovation: Enabling unique product development and market differentiation. "Anytime we launch anything or introduce anything new, you have to ask that question in terms of what difference you're bringing in that will allow you to succeed," he explained.

3. Resilience and Agility: Building teams that can quickly adapt to new challenges. "How is it that you are going to make resilient and agile teams?" he questioned.

4. Collaboration: Fostering a collaborative environment across different business units. "I want a collaborative team. You, please deliver that to me," he urged.

5. Talent Development: Ensuring continuous learning and development for all employees. "How are we going to ensure they're getting the right inputs? Do they have the financial acumen? Do they have the strategic thinking?" he asked.

6. Technology and Digital Transformation: Leveraging AI and digital tools to streamline processes. "How are you ensuring the processes are simplified?" he inquired.

7. Simplification of Processes: Reducing complexity to enhance agility. "A lot of agility in large organizations gets compromised because of the kind of processes that happen," he noted.

8. Sustainability: Integrating ESG principles into business operations. "We have been very focused on triple bottom line for many, many years," he said, highlighting ITC's achievements in sustainability.

9. Learning Organization: Promoting a culture of continuous learning and adaptation. "You need to constantly be able to learn and constantly be able to adapt," he emphasized.

10. Human Connection: Preserving the unique culture that makes ITC a great place to work. He shared a story about a former employee whose closest friends were still his colleagues from ITC, even years after leaving the company. "What causes this culture in this organization?" he asked.

A Legacy of Innovation

Hemant concluded by sharing a heartwarming story about a former employee whose closest friends were still his colleagues from ITC, even years after leaving the company. This story illustrates the deep, lasting connections that can be formed in a supportive and collaborative work environment. "In those five years, he's built relationships that will last him a lifetime," he said.

Final Thoughts

By focusing on talent management, fostering innovation, and embracing change, HR can become a true strategic partner in driving business success. His insights remind us that the future of HR lies in its ability to adapt, innovate, and connect on a human level.