Editorial summary. This is our text summary of an article published by gnews-leadership-development. Charts, figures, and the author’s full voice are at the original — read it there .
Editorial verdict
Opinion-driven practitioner profile. The article draws on one HR veteran's career narrative and perspective — the insights are experiential and anecdotal, not empirically validated. Treat as informed commentary, not evidence-based guidance.
Executive summary
This article profiles Mike Rude, a long-tenured HR executive and current Gartner executive partner, using his career trajectory as a frame to examine two interconnected workforce topics: the evolving role of HR generalists versus centers of excellence, and the growing importance of manager effectiveness in remote and hybrid work environments. Rude argues against a full pivot to centers of excellence, contending that HR business partners remain valuable as single points of contact for line managers navigating blurred functional boundaries. The article also incorporates commentary from Dr. Terri Horton, who takes the opposing view that algorithmic platforms can now perform most generalist functions, and from Steve Cadigan, LinkedIn's first CHRO, who argues that organizations must become talent development businesses to address persistent talent shortages. A Gartner survey is cited indicating that leader and manager effectiveness is the top HR priority for 2023. The article concludes with Rude's assertion that frontline managers — not CEOs — have the greatest influence on engagement, retention, and productivity.
Key insights
- 1HR generalist roles are contested: SAP has moved toward centers of excellence for its 110,000+ employees, while Rude argues HR business partners still hold value as intake coordinators for managers navigating multiple functional teams.
- 2Leader and manager effectiveness is identified as the most frequent top HR priority for 2023 per a Gartner survey, with remote work cited as a key driver of this focus.
- 3Steve Cadigan, LinkedIn's first CHRO, asserts that qualified talent supply will not increase at scale, positioning talent development — not talent acquisition — as the central future-of-work imperative.
Practical takeaways
- Organizations restructuring toward centers of excellence may encounter friction from line managers who prefer a single HR point of contact rather than navigating multiple specialist functions independently.
- Leadership development delivery is shifting away from in-person instructor-led formats toward technology-enabled and modular approaches in response to geographically distributed workforces.
References
- Gartner (2023).HR Leader Priorities Survey 2023.
Source & Provenance
gnews-leadership-development
Not specified
March 6, 2023
Opinion/Commentary
United States
Original source metadata is preserved. AI analysis is generated separately.
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