L&D and HR – a match made in heaven, or a marriage of inconvenience?
Whatever opinion you hold, there’s no escaping the fact that at some point in your L&D journey you will most likely work with, or sit within, a HR function. In this episode of L&D Disrupt we’re joined by Lauren Cunningham – L&D Manager at Bumble – to help us navigate this partnership and work through the hurdles that can hinder your harmonious efforts!
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05:19 Building relationships to avoid silos
08:34 Changing your approach once you move into a function
11:07 Testing and iterating to achieve results
14:02 Budget implications of moving into a function
16:06 Myth-busting perceptions around L&D!
18:20 Figuring out where to start as the first L&D hire
20:08 Positioning L&D and HR in your organisation
20:55 Quickfire Round
Where should L&D be positioned within the business?!
After experiencing L&D life both sitting in an HR team and now sat within a specialist function, Lauren believes that it’s better for both the business and the L&D professional to be placed within the latter. As Lauren explains, working more closely with stakeholders this way helps L&D to gain a much broader understanding of the business needs while not feeling like such a separate part of the organisation.
If you’re wanting to secure some L&D budget, you might also have more luck in a specialist function versus the HR team, as budgets are already likely to be stretched to the max in HR/People teams! Lauren has found it much easier to get budget while being part of a specialist function, and puts this down to having more impact when building the business case.
Found this interesting? You might want to read our guide on building a learning brand!