In many Indian startups, HR is often seen as a support function'managing payroll, hiring volumes, or compliance checklists. However, a recent @HBR study emphasized the value of strategic HR in shaping organizational purpose, culture, and long-term talent retention. Still, many startup founders, especially in the early stages, hesitate to cede people-related decision-making to seasoned HR professionals.
The Role of Visionary HR in Startups
The question is, can visionary founders make space for visionary HR? In a hyper-growth environment, where every decision impacts culture and speed, HR needs to sit at the strategy table'not just file behind it. Yet this shift requires founders to unlearn their command-and-control instincts and treat HR as a co-leader.
Have you witnessed this transition in your organization? What helped your leadership evolve from reactive people management to proactive people strategy? And if you're in HR'how do you claim that seat at the table when it's not automatically offered?
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1The Role of Visionary HR in Startups
The question is, can visionary founders make space for visionary HR? In a hyper-growth environment, where every decision impacts culture and speed, HR needs to sit at the strategy table'not just file behind it. Yet this shift requires founders to unlearn their command-and-control instincts and treat HR as a co-leader.
Have you witnessed this transition in your organization? What helped your leadership evolve from reactive people management to proactive people strategy? And if you're in HR'how do you claim that seat at the table when it's not automatically offered?
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In many Indian startups, HR is often seen as a support function—managing payroll, hiring volumes, or compliance checklists. The inculcation of strategic HR is too early for a startup company because it is yet to be fully established. The shaping of the organization can only be stated once the startup meets its purpose and objectives. The initial period is the time to nurture the culture among employees. The focus shifts to long-term talent retention once the startup settles properly.
Startup companies are not in a position to hire seasoned or highly experienced HR professionals at the beginning because it costs a lot, and seasoned HR professionals are also not interested in joining. Middle-level HR professionals are not less capable than seasoned HR professionals. Seasoned HR professionals do not fully involve themselves because of ego. The requirement for seasoned HR is felt once the startup shapes into a more established setup.
Yes, we have witnessed this transition in our organization starting a new startup. All seasoned HR professionals are the product of startup companies.
From India, Mumbai
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Startup companies are not in a position to hire seasoned or highly experienced HR professionals at the beginning because it costs a lot, and seasoned HR professionals are also not interested in joining. Middle-level HR professionals are not less capable than seasoned HR professionals. Seasoned HR professionals do not fully involve themselves because of ego. The requirement for seasoned HR is felt once the startup shapes into a more established setup.
Yes, we have witnessed this transition in our organization starting a new startup. All seasoned HR professionals are the product of startup companies.
From India, Mumbai
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