The Crucial Role of HR in Shaping Corporate Culture: Partner, Engineer, and Custodian

Corporate culture is intangible yet influential, comparable to the wind whose impact is felt even when unseen. Culture possesses the power to shape, direct, and even halt the course of an organization. While often spoken of as a singular entity, culture is a complex tapestry with three distinct layers – Individual, Team, and Organizational. As we delve into these layers, it becomes evident that Human Resources (HR) holds a pivotal position, not merely as an observer, but as an active participant in the culture creation process.

Individual Culture: At the core lies Individual Culture, the innermost layer reflecting mindset, beliefs, and personal well-being. This is HR’s keystone culture, influencing the nuances, from individuals showing up in their fullest expression to potential exhaustion and frustration.  

Team and Relational Culture: Moving outward, we encounter Team and Relational Culture – each team possessing a unique cultural identity influenced by various signals. It is shaped by the relationships between team members, the norms, and rules they establish and the shared experiences. 

Organizational Culture: The outermost layer,  the collective expression. The collective stories, processes, rewards, onboarding and engagement. Organizational Culture encapsulates the collective expression of individuals and teams. At the espoused values layer, HR helps articulate the company's beliefs, philosophies, and principles. These are the guiding lights that steer decision-making and behavior.

Strong HR partners obsess over the little inputs that make the biggest difference in all of these layers. They are not just a bystander in the culture creation process; they are an active participant. It's a delicate balancing act, but when done right, it can transform a company from a place people have to work to a place people want to work.

Working at all three layers as partners, engineers and custodians. 

HR as Partners: HR emerges not only as an observer but as an active partner in shaping culture. Collaborating with leadership and employees, HR partners to lay the bedrock of corporate culture – values, mission, and vision. 

HR as Engineers: HR takes on the role of a Culture Engineer, navigating all three layers. At the individual layer they are fostering a culture of growth and development. They are engineering opportunities for employees' voices to be heard and their contributions recognized. At the team layer, they work with leaders to establish clarity of roles and responsibilities, ensuring everyone knows what is expected of them. They are mediating conflicts and promoting effective communication. At the organizational layer they are implementing policies and practices to promote positive, inclusive and high-performing culture. 

HR as Custodians: Safeguarding the company's culture against external pressures and internal decay, HR assumes the role of a Culture Custodian. They obsess over addressing issues and reinforcing the company’s values. Being a great steward of culture takes intentionality, looking for behaviors that reinforce culture and quickly addressing behaviors that do not. They look for small breaches that show up at each layer. HR challenges all employees to be custodians as it takes everyone to be guardians of a great culture. 

In essence, HR professionals are engineering the culture that attracts top talent, drives performance, and fosters innovation. Shaping culture is an ongoing, dynamic process that demands HR's agility, adaptability, and forward-thinking.