The Crucial Role of HR Practitioners as Internal Consultants

Adzlan Zakaria, Head, Group Performance & Rewards Management at FGV Holdings Berhad

Adzlan is a seasoned professional who currently holds the position of Head of Group Performance & Rewards Management and Transaction Centre at FGV Holdings Berhad. In this role, he is responsible for overseeing the performance and rewards management of 51,000 employees worldwide. With over two decades of experience in the field of Human Resources, Adzlan has honed his expertise in various domains, including total rewards, job evaluation, and talent management. He was recognized as the brainchild in crafting the innovative investment and reward plan that won “The Most Innovative and Creative Plan Design Award” by the Global Equity Organization (GEO) in the United Kingdom in 2015 and he orchestrated the winning of other accolades on “Best Company to Work for in Asia” in 2015 and 2017 for the company.

In the dynamic landscape of today's business environment, the role of Human Resources (HR) practitioners has evolved beyond mere stakeholder management.  They are now pivotal in reshaping the workforce to align with company goals, missions and aspirations. This shift underscores the importance of equipping HR professionals with consulting skills akin to those of external HR consultants.

Drawing from my experience within a Global Agri Business Company, it becomes evident that HR's role transcends traditional functions. Instead, it involves steering the workforce towards the company's strategic directions and operational models. In this context, HR practitioners must possess the requisite consulting skills, tools and techniques to effectively navigate these complexities.

In organizations like FGV, which operate across diverse business sectors such as Plantation and logistic support, effective communication of the 'tone from the top' is paramount. Here, Internal HR Consultants play a vital role. Their ability to align HR strategies with overarching organizational objectives becomes a crucial requirement, particularly in large-scale enterprises like FGV.

One might argue that HR practitioners should embody the traits of HR consultants themselves. After all, they possess an intimate understanding of the organization’s intricacies and nuances. Unlike external consultants, internal HR professionals have the advantage of familiarity with organizational dynamics, allowing them to tailor solutions that are both practical and implementable.

HR practitioners need to mirror the qualities shared by both World-Class Managers and Consultants. By doing so, they lay the foundation for success in their roles as Internal HR Consultants. This entails a deep understanding of organizational intricacies, effective communication, strategic thinking, and a commitment to driving tangible outcomes.

In essence, the convergence of HR practitioner and consultant roles signifies a paradigm shift in how HR functions within organizations. No longer confined to administrative tasks, HR is now a strategic partner in driving organizational success.  The integration of consulting skills within HR practices empowers professionals to navigate complex challenges and drive impactful change.

Moreover, as organizations continue to evolve, the demand for HR professionals with consulting acumen will only intensify. By investing in the development of internal consulting capabilities, companies can harness the full potential of their HR function to drive innovation, foster employee engagement, and achieve sustainable growth.

In conclusion, the role of HR practitioners as internal consultants is indispensable in today’s fast-paced business environment. By cultivating consulting skills and embodying the traits of world-class consultants, HR professionals can effectively contribute to organizational success. As the strategic landscape continues to evolve, the synergy between HR and consulting will be crucial in driving forward-looking HR strategies and achieving sustainable competitive advantage.