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Develop a Corporate Social Responsibility Strategy for HR

HR makes responsible business work.

  • The executive team asks HR to contribute to corporate social responsibility (CSR). You need help designing, implementing, and assessing relevant initiatives in HR.
  • You are championing CSR initiatives to prove the strategic currency of HR.
  • CSR is complicated, and you don’t have much time to build a strategy.

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  • Get advice, coaching, and insight at key project milestones
  • Go through a Guided Implementation to help you get through your project
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Our Advice

Critical Insight

  • Not only can HR help business leaders develop socially responsible business strategies and measure their impact, but an emphasis on socially responsible business practices also gives HR more support for its existing responsibilities.
  • Coordinate CSR initiatives with HR to measure their impact, show that the organization takes them seriously, and ensure they generate tangible business value.

Impact and Result

  • Build a CSR strategy around the two overarching KPIs that deliver the most measurable value: improving employee engagement in CSR programs and improving the organization’s level of CSR maturity.
  • Design a CSR scorecard and action plan in a four-step process:
    1. Make the case for CSR-HR to launch the project
    2. Engage stakeholders to understand their concerns
    3. Prioritize key CSR-HR initiatives to determine next steps
    4. Develop a CSR-HR scorecard and action plan to shape HR’s contribution
  • Prepare for key objections by leveraging the experiences and insights of industry peers that have been through this process.

Develop a Corporate Social Responsibility Strategy for HR Research & Tools

1. Make the case for CSR-HR to launch the project

Develop the business case for CSR.

Storyboard: Develop a Corporate Social Responsibility Strategy for HR
Business Case Summary Worksheet

2. Assess CSR readiness to decide whether to go ahead with the project

Determine the organization's CSR maturity and decide on a course of action.

CSR Maturity Tool

3. Engage stakeholders to understand their concerns

Develop a stakeholder engagement plan.

4. Prioritize key CSR-HR initiatives to decide next steps

Identify target CSR-HR initiatives and assess effort and impact of each initiative.

5. Finalize a CSR-HR scorecard and action plan to shape HR’s contribution to CSR

Identify success metrics and tangible business value.

Develop a Corporate Social Responsibility Strategy for HR preview picture

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 1-phase advisory process. You'll receive 5 touchpoints with our researchers, all included in your membership.

  • Call 1: Make the case for CSR-HR to launch the project

    Understand the business case for CSR and where CSR meets HR, and identify two key performance indicators to measure the value of doing the project.

  • Call 2: Assess whether you are ready to get involved in CSR

    Assess your organization’s level of CSR readiness and maturity to decide whether to move ahead with the project.

  • Call 3: Develop a stakeholder engagement plan to discover relevant CSR-HR initiatives

    Identify and engage HR’s stakeholders to understand the concerns, expectations, and aspirations of people and groups that affect and are affected by HR.

  • Call 4: Prioritize key CSR-HR initiatives to determine next steps

    Stakeholder concerns will conflict, and may outpace your resources. Assess the need, impact, and effort involved in initiatives to establish CSR-HR priorities that you can defend.

  • Call 5: Develop a CSR-HR scorecard and action plan to shape HR’s CSR contribution

    Define a success metric, an action plan, and a tangible business value for each target initiative.

Contributors

  • Craig Ford, Former VP CSR, Inmet Corporation, CSR Consultant
  • Bob Lane, Director of People Care and Communications, Solvera (Saskatchewan)
  • Coro Strandberg, Sustainability Consultant (Vancouver)
  • Michelle Baldwin, Executive Director, Pillar Non-Profit Network
  • Linda Haft, Director of Human Capital Services, Hanna Resource Group
  • Steven Willison, Senior HR Business Partner, Fairchild Semi-Conductor (Pennsylvania)
  • Tara Hadler, Project Coordinator, Network for Business Sustainability
  • Michael Geary, Corporate VP HR at Kiewit (Nebraska)
  • Ronald Thomas, Chief Human Resource and Administration Officer, Aviation and Aerospace (Saudi Arabia)
  • Sara Minnehan, Community Engagement Manager, Aerojet Rocketdyne (California)
  • Peg Ross, VP, Global Human Resources & Org Development, Project Concern International (California)
  • Karen Roberts, HR Manager, Area Agency on Aging
  • Meg Collins, HR Manager, Nurtur Holdings (Cincinnati)

Related Content: HR Strategy

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