By Dimitris Katopodis
Head of Human Resources Department, State Health Services Organisation
In recent years, the role of the HR Director has radically changed. From managing hiring and labor issues, today they are expected to be much more: a strategic partner at the very heart of the business. In a constantly evolving environment, where everything depends on agility, innovation, and team performance, it is no longer enough for an HR Director to know people—they must understand the business, too.
Turning strategy into action
When HR understands where the business is headed, it can design policies that help it get there. If, for example, the organization plans to expand or internationalize, HR must organize how to attract the right talent, develop leadership skills, and support the transition from an organizational standpoint.
Metrics that speak to finance too
HR is no longer just qualitative—it’s measurable. But the true impact emerges when HR data (such as hiring costs or employee retention) is connected to performance, innovation, or customer experience. In this way, HR becomes a vital decision-making tool.
Every decision has a human aspect
Expansion, mergers, digital transformation. Behind every major business decision lie implication for people. An HR Director who “looks ahead” can anticipate needs, propose solutions, and support the transition in a way that maintains engagement and reduces friction.
A culture that works toward the goal
Culture is not an abstract concept. It’s a performance tool. HR professionals who understand the business model can foster a culture that truly supports business objectives: agility, customer-centricity, and collaboration.
HR at the decision-making table
When the HR Director has a clear understanding of the business, they go beyond execution—they help shape the plan. They become an advisor, co-creator, and catalyst for long-term success.
The bottom line?
The modern HR Director is much more than an administrator. They are the “bridge” between people and the business vision. And only when they clearly understand the "why" and the "how" of the business, can they shape the "who" that will lead it to success.
