HR manages the selling, general and administrative (SGA) line on income statements, understands operating expenses and knows how to free dollars to positively impact EBITDA – all with the help of their benefits adviser. They do this while juggling seemingly countless operational areas, from managing talent, benefits, compensation and payroll to onboarding, training and compliance.
CEOs and CFOs of large companies recognize the strategic value of HR, but midsize employers typically place their contributions into the category of a cost center. In these organizations, HR is viewed as part of the SGA line on the profit and loss statement and assigned to the cost of doing business with no return.
