Emphasizing Business Acumen in HR Leadership
In their upcoming book, Making HR Matter: What CEOs Want and How To Deliver It, Ted Forbes and David Alsop explore a transformative mindset for HR professionals: prioritizing business strategy while leveraging human resources expertise. Scheduled for release in 2026, the book is aimed at Chief Human Resource Officers (CHROs) and other HR leaders seeking to drive meaningful impact within their organizations.
Forbes, formerly in HR leadership roles at Cotopaxi and Backcountry before founding Divitius Partners, and Alsop, current CHRO at Ultradent Products and former HR executive at Kraft Heinz, share insights from their careers and the journey that led to their collaboration.
Lessons from Cotopaxi: Aligning Values with Business
Ted Forbes reflects fondly on his time at Cotopaxi, citing two major takeaways. First, the alignment between company mission and employee values created a strong culture of purpose and unity. Cotopaxi’s focus on creating responsibly made outdoor gear inspired a shared commitment among employees to make a global impact. According to Forbes, this alignment fostered a workforce that was deeply invested in the company’s success and social mission.
Second, the executive team operated collaboratively, thinking beyond functional roles to contribute to the company’s overall strategy. Forbes emphasized that the team’s ability to listen to each other and act with a general manager mindset was key to making sound business decisions. This inclusive and strategic approach allowed HR to be a powerful partner in driving business outcomes.
Ultradent’s Evolution: HR as a Catalyst for Growth
David Alsop shared his experience at Ultradent, where he witnessed HR’s pivotal role in transitioning the company from a founder-led organization to one poised for scalable growth. Ultradent, founded by the values-driven Dan Fischer, was entering a new chapter with a change in leadership. This environment created a unique opportunity for HR to drive transformation.
Alsop noted that a non-hierarchical culture and a leadership team open to diverse perspectives enabled HR to implement strong people strategies. The new CEO valued HR’s strategic input, allowing Alsop to help guide the organization into its next phase. This experience reinforced Alsop’s belief in the importance of having a CEO who understands HR’s value, an HR leader capable of executing vision, and a culture ready to evolve.
Making the Leap from CHRO to CEO
In discussing how CHROs can advance to CEO roles, Forbes and Alsop emphasized the need for HR leaders to demonstrate measurable business impact. Their book centers around the concept of “RelevantHR,” where HR initiatives directly contribute to the company’s financial performance.
To be considered for CEO positions, CHROs must cultivate a deep understanding of general business practices including finance, operations, marketing, and customer experience. This cross-functional knowledge allows HR leaders to speak the language of business and align their work with broader company goals. A proven track record of driving bottom-line results can position CHROs as credible candidates for the C-suite’s top spot.
The Genesis of the Book
The idea for Making HR Matter emerged from the authors’ shared experiences in the Salt Lake City HR community. Over the years, they participated in the same professional networks, spoke at conferences, and discovered a mutual belief in HR’s potential to drive both economic and cultural value.
Despite their different backgrounds, Forbes and Alsop found common ground in their “business first, HR second” philosophy. They felt compelled to share this approach with a broader audience, leading to the development of their book. With the support of Becky Robinson from Weaving Influence Press, the authors aim to reshape how HR is perceived and practiced across industries.
Advice for Emerging HR Professionals
For those new to HR, the authors offer a critical piece of advice: think beyond traditional HR functions. It’s important to master the basics of HR, but equally vital to understand how different business units operate. Taking on assignments outside of HR, such as in finance or operations, can significantly enhance an HR professional’s ability to contribute to strategic decisions.
Forbes and Alsop stress the importance of being a “student of business.” HR professionals who understand how to leverage HR tools to create financial value will stand out and be seen as relevant contributors. This mindset not only helps build credibility but also lays the groundwork for future leadership opportunities.
This article is inspired by content from Original Source. It has been rephrased for originality. Images are credited to the original source.