Talent event wins: Gánate el Poder: the new strategic role of HR.

In a market where competitive advantage is built on talent, HR’s role must go far beyond managing people: it must generate value.

December 10, 2025
12:17 pm

Event "Talent wins: HHs of high performance" (20/11/2025)

Intervention by Carles Viladrich, a professional with more than 30 years of global experience in the field of HR.

People: the resource that generates value

Managing people must go far beyond administration. People are the fundamental resource for generating value in the company. And for that value to be produced in a continuous and sustainable way, a person-centered approach is essential, one that ensures their satisfaction and fosters their development. engagement.

The 3 Pillars of People Management

The presentation highlighted a concrete action framework based on three essential axes:

Attraction: building a strong employer brand (Employer Branding) and a compelling Employee Value Proposition (PVE) capable of attracting the right talent.
Development: Promote internal growth through tools such as talent maps, performance management systems, training plans, succession plans, and contingency plans…
Retention: taking the pulse of the organization. It is essential to measure the engagement and satisfaction of the people.

The Retention-Satisfaction Matrix
A key tool is the matrix that crosses employee satisfaction with their retention level. Its proper application allows HR to focus on the areas with the greatest impact:
True Love: High Satisfaction + High Retention.
One Night Love: High Satisfaction + Low Retention.
JPLN/H (Together for the Children / Mortgage): Low Satisfaction + High Retention.
Bye bye: Lower Satisfaction + Lower Retention.

The chart provides a precise understanding of the team's status and helps prioritize actions.

Gaining Power: the positioning of the HR department.

A central point of the presentation was the position of the HR department within the company. The question is direct: Do you have real power?
Traditionally, three types of power are distinguished:

Formal Power: The one that acts on behavior (the ability to hire/fire, set the remuneration).
Expert Power: The one who derives from specialized knowledge that others do not have, does what I say because I have a knowledge that they do not have.
Power of Influence: The most subtle and effective one, the one that acts on the will of the people.

The role of HR should evolve to stop being just a cost center and become a strategic business partner. Gain power… enough of asking for a seat on the board of directors.

Conclusions

You need to speak the language of business: master metrics such as sales, gross margin and other key indicators.
Connecting people with money: HR activity must be directly linked to the business account. If your work is not related to generating income or reducing costs, you will be seen only as a cost.

By aligning talent management with financial results, the Human Resources function is not only at the decision-making table, but also It becomes an indispensable engine for business success.

In talent At wins, we have the solutions to help your department attract and retain the talent your organization needs. Contact us and we explain how.

Carles Viladrich

Professional with more than 30 years of global experience in the field of HR.

Until 2023, Senior Vice President HR for SE (South Europe), EE (Eastern Europe) and MENA (Middle East and North Africa) in the Adecco Group.
Previously, he held executive positions in Human Resources at Iberia, Latin America and France, leading international projects in the area of talent development.
Currently HR Advisor (independent professional).