How HR Leaders Can Use C-Suite to Translate Human Capital Value
Our friends at Employee Cycle, an HR analytics solution, recently invited PBO Advisory Group’s Consulting Chief People Officer Nicole Devine to participate in a podcast about utilizing C-suite and HR leadership as well as employer branding to increase business valuation.
The following Q&A are excerpts from that podcast, which can be accessed in its entirety here.
What is employer branding?
Nicole – From an employment standpoint, the brand encompasses how it feels to be an employee in all aspects, from the moment the employer first reaches out through the entirety of the employee’s tenure with the company. Whether they’ve intentionally developed a brand or not, every employer has a brand, which derives from the theory and strategy that drives their company.
How much overlap is there between your employer brand and your company brand?
Nicole – It depends on the industry, but the value propositions from the employer perspective do often align with the values of the company and its products and/or services, and they should align. This means that both the employee and the consumer have the same experience, which ties back to the dominating feeling the company emotes and the value set used to drive the company’s business.
In this world of startups, M&A, stock market, cryptocurrency, etc., what does business valuation really mean?
Nicole – From a strategic HR standpoint, the business valuation focuses on how a company is able to build the best valuation—financial and otherwise—for exit transactions and acquisitions. This valuation considers elements such as strategy, ability for succession planning, the quality of existing process documentation, data, and more. It also varies depending on the transaction that is occurring, but overwhelmingly, the valuation is determined by looking at track history, strategy, and examples of appropriate execution and implementation of that strategy allowing the buyer to develop a comprehensive understanding of the value of the company.
How does the employer brand directly tie into increasing business valuation?
Nicole – HR leaders can directly impact the value of a company based on the culture the company creates as well as its retention and overall strategy for attracting and onboarding new talent. By aligning with the business objectives of the company, HR leaders have a tremendous ability to translate human capital value because the people behind the company are the single most important force behind whether the company is successful. When people play such a vital role in the success of the transaction and post-transaction success, the employment brand helps you retain your employees all the way through. By establishing a solid employment brand, a company also establishes trust in the leadership and helps in employee retention.
For more information about how C-suite and HR leadership can enhance human capital in your company or organization, please contact Nicole Devine.
Nicole Devine
Consulting Chief People Officer
nicole@pboadvisory.com
858-622-1681 Ext. 287