You are a CHRO.
But still at times, you think something is lacking. Like when you are in the boardroom, you freeze because you are unaware of terms like EBITDA, Net Profit Margin, Burn Rate, Return on Equity (ROE), etc. You are not alone. That’s a critical challenge for every HR who isn’t aware of what the Dave Ulrich HR Model is.
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And as a result, you stay silent because you know you can’t lead the finance talks confidently in the boardroom.
If this has ever happened to you, you belong to the club of 90% CHROs who have been there. But here’s a chance for you to conquer this with the bold moves given by the Father of the Modern HR—Dr. Dave Ulrich.
In our recent episode of The CHRO Mindset podcast, we had the honor of hosting Dave Ulrich and what came next was super insightful. He revealed techniques to be more like a CFO, to be more courageous, and to be a true stakeholder than being just a professional who hires and trains market talent.
If you are prepped to discover the hidden and more potential side of your job title, read it on!
What Is Dave Ulrich HR Model? Understand 4 Key Roles of HR
The Dave Ulrich model was created in the 1990s. This model changed how people see HR. Instead of only doing admin work, HR is shown as a key part of running the business. The model says HR should give value not just to employees and managers, but also to customers, investors, and the wider community.
What are the 4 roles of HR Dave Ulrich model?
- Strategic Partner – Match people strategy with business goals.
- Administrative Expert – Keep HR processes simple, fast, and reliable.
- Employee Champion – Listen to employees and support their needs.
- Change Agent – Help the company and its people adjust to change.
Why it matters: This model helps HR move from just “managing people” to showing how people practices improve the business.
Dave Ulrich Leadership Moves You Can Make Today
Want to build a presence? The one that resonates with the one by Dave Ulrich on HR Business Partner? Sure, in The CHRO Mindset podcast, we have taken the top three moves that Dave emphasized HRs must make a habit.
So, grab a pen and paper and get ready to learn why Dave Ulrich is called the father of modern HR.
Expand Your Boardroom Vocabulary to Lead It with Dave Ulrich HR Strategy
“Learn 20 words extra.” —Dave Ulrich
To have a voice in the boardroom discussions, you need to show curiosity to learn.
When you are willing to stretch the horizons of your boardroom vocabulary, you aren’t just an ‘HR’ but a strategic agent, administrative expert, employee champion, and change agent. Food for thought to take from the Dave Ulrich HR competency model.
Here’s your no-fluff checklist, straight from the Dave Ulrich HR model.
- Set a monthly cadence with CFOs.
- Ask experts about newer business terms and their impact.
- Sit in boardroom meetings with investors, accountants, and P&L analysts.
- Prepare your HR data sheet and decode it in terms of finance terms like:
- Attrition cost
- Compensation Ratio
- Revenue per Employee
- Employee Lifetime Value (ELTV)
- Cost per Hire
The boardroom respects data and professionals who know how to read it, analyze it, and turn it into actions. This excellence in the HR strategy 2030 doesn’t come from just aspiring to be a boardroom hero but taking one step closer to it with knowledge and curiosity to go the extra mile and Dave Ulrich model of HR roles is the first step to establish a voice in the boardroom.
If you ever get curious on how Dave Ulrich changed HR? Remember, he started with 20 words!
Stay Connected with Every Stakeholder Not Just Only People
“HR is less about HR, more about customer, investors, and communities.” —Dave Ulrich
Yes, this is true.
Your HR strategy 2030 shouldn’t be about people’s initiatives and employee well-being. It should be about the well-being of customers, investors, and communities also as they are equal stakeholders in your business.
Start from here.
- Think beyond people. Think about everyone connected to your business.
- Consider HR as a cross-function between various departments.
- Gather your customers’ feedback and focus on areas of improvement.
- Connect with your communities and seek their interests.
- Implement Dave Ulrich HR Strategy at your workplace
HR professionals are unraveling their power; getting out of their comfort zones and taking up bold talks like the C-suite in the boardroom does with the Dave Ulrich HR model. A CHRO is the most valuable C-suite member as they deal with data from different verticals. And that’s their competitive advantage in 2025. They can strategically build their companies on a strong foundation of multi-directional data and insights.
Be Bolder Because 2030 Isn’t About HR Who Prefers Silence
“Have the courage to say when you need to.” —Dave Ulrich
Ever had a point of view but couldn’t say it out loud? It happens when you lack confidence in yourself. An ideal solution to this challenge is to work on the core (Also proposed by the Dave Ulrich HR model):
According to the Dave Ulrich Leadership lessons, a future CHRO must have high proficiency in skills like:
- Data analysis, insights, and applications
- Updates on Industrial trends
- A growth-centered mindset
The future of HR leadership belongs to those who know when to say and when not. HR professionals who aren’t working on:
- Communication skills,
- Upskilling & learning,
- Technology adoption, and
- Business financial literacy
Are intentionally choosing silence in the boardroom because they lack:
- POVs that show directions,
- A strong voice that shakes doubts,
- A vision that sees a decade ahead,
- Clarity on why they are in the boardroom, and
- A presence that’s felt
If you ask, what’s are the POVs of Dave Ulrich on HR roles, then he thinks that a CHRO is certainly the most powerful C-suite executive not because they work cross-functionally and create work as a facilitator between various departments. But also, that they deal with and manage a workforce that’s the most valuable asset of any company—its people.
So, if you want to thrive in the 2030 market that will be competitive and challenging, shape a voice that not just delivers a statement but leaves a mark behind. And that’s plausible with boldness that can lead your way amidst crises.
Let’s Conclude
The future of HR leadership welcomes only the CHROs who are prepared to navigate complicated and difficult talks in the boardrooms and influence decisions to make them people and business-centered, sustainable, ethical, and compliant.
As Dr. Ulrich suggests, being a CHRO isn’t hard. What’s harder is to build a personal brand as an HR who’s known for their innovative ideas and bold perspectives.