Will CFOs Take Over HR Analytics?

HR and Analytics I just read an article on how HR is apparently failing in the battle with analytics. According to Deloitte research, only 14% of HR organizations in the US are currently leveraging advanced or predictive analytics to make those all-important talent decisions. Despite all the promises held out for this year, therefore, it appears things haven't changed that much. The stumbling block continues to be "how and where to start." As Alessio Marinelli, Director of Analytics at Advanced Merchant Payments, said in an interview with me earlier this year (read: Don’t Wait to Tackle Big Data (or Risk Falling Behind), the danger is that if you're late to the party you’ll miss the opportunity. The point is that the capability exists at the moment and it behooves organizations that are thinking well into the 5-10 year future to invest now for the far greater returns this will reap the organization later. Across shared organizations, finance has generally taken the lead in pushing data and standardized processes. This is easily tracked back to the numbers-based, transactional and factual nature of its processes that are easily standardized. HR, with its slightly "messy" personnel issues is not as straightforward. And yet, many of our members across the world have been recognized by their organizations for establishing procedures, defining global processes, and providing a robust framework on the basis of which excellent talent is recruited, nurtured, deployed, and retained. Finance leaders understand the value of their analytics, and the senior management team can easily buy into this. While just as obvious, HR faces more of a battle. Yes, it's come a long way from the "personnel management" of the past but its full potential of effectively managing and deploying that vital skillset – from the CEO down to mail room staff – is still not understood. Why? Deloitte's article1 suggests the CFO take over responsibility to lead analytics across the organization – that means all analytics, including HR, marketing, etc. It rightly points out that CFOs wield all the power and already control much of the data. More importantly, the position commands respect, impact, and capability. The CFO’s world is based on data. Many HR leaders fall short on this. And that, perhaps, is where companies could make the biggest difference. SSON columnist Anupam Diwan has impressed our readers time and again through her very scientific approach to HR services (see her "HR Analytics" columns). We need more leaders like this. HR leadership is not about a friendly smile and a desk-side manner – it's about understanding what employees mean to an organization, how they define corporate success and failure, what skills are needed to meet the challenges of tomorrow's world. This is rightly a wake-up call to HR leaders. If you snooze, you may lose. The data we are talking about here has impressive power. It would be a shame not to be the one to deliver it. As always, the solution is to start small: go for the low hanging fruit. Pick a project, pilot it, and announce the results loudly. There are plenty of resources out there to help. One internal resource is marketing. That department is full of people who are expert at tracking trends and data between your company and its customers. All you need to do is borrow someone for a month and redefine that knowledge for your purposes. (Note: It’s been done at companies like P&G to acquire ‘branding’ knowhow for the Shared Services team; the same can be just as easily applied to data analytics). [inlinead] [Note: if you liked this article, please use the buttons on the left side of the screen to share it across your LinkedIn groups – and contribute to this discussion by posting your thoughts in the comment section, below. Thank you for being part of SSON's community - Barbara Hodge] Read Deloitte’s article: Will HR Lose the Battle Over Analytics?

Will CFOs Take Over HR Analytics?

To continue reading this story get free access

Upcoming Events

Through Trust and Governance: How AI Agents are Redefining Accounts Payable

Why Shared Services and GBS Transformation Stalls and How to Overcome Change Fatigue

How AI-Native Accounts Payable Is Changing the Finance Function

Germany’s 1 January 2027 E-Invoicing Deadline: Timely Guidance for Time-Crunched Leaders

Accelerating O2C Transformation: How AI Is Reshaping the Cash Conversion Cycle

WorkX

Follow Us

Latest Webinars

Beyond Invoice Capture: A Practical Path to Autonomous AP

Your Journals Know Where the Close Is Broken

When AI Runs Accounts Receivable: What's Left for Shared Services?

Recommended

HR Leadership Through Layered Disruption: How Shared Services Can Build Resilien...

Purple People: The Great Unlock for GBS

Bridging the Experience Gap: Connecting Organizational and Project-Level Employe...

Human‑Centric Leadership in a Skills-Short Environment

The Future of HR Shared Services: 5 Lessons for Leaders

Career Pathways and Capability Uplift in Shared Services

Employee Engagement as a Strategic Lever in the War for Talent

Crafting Teams That Deliver Excellence: Nick Fury’s Framework from Avengers

8 Steps for Integrating DEI into the GBS DNA

The AI Edge: From Experiments to Strategic Advantage in Talent Acquisition

Lookin’ for Love in all the Wrong Places: Hiring Managers Miss the Right GBS Tal...

NEAR, NOW, NEXT. Why Latin America is ready to supercharge your North American b...

FIND CONTENT BY TYPE

SSON COMMUNITY

ADVERTISE WITH US

JOIN THE SSON COMMUNITY

Will CFOs Take Over HR Analytics?

To continue reading this story get free access

Upcoming Events

Follow Us

Subscribe to our Free Newsletter

Latest Webinars

Recommended

FIND CONTENT BY TYPE

SSON COMMUNITY

ADVERTISE WITH US

JOIN THE SSON COMMUNITY