Human Resources Clients

What sets human resources professionals apart is that you really understand the importance of financial planning.

In addition, you have a good grasp of the benefits available to you within your company, because more often than not, you’re the one who designed the plans and selected the vendors.

However, HR executives are often so dedicated and passionate about their jobs that they fail to make time to focus on themselves. So while you’re busy helping others, you might allow your own financial plans to fall behind or fail to take advantage of company benefits.

“I just find some people aren’t booking the time, because they’re so busy running their plan designs and making sure everyone else is covered that they’ll miss their own investment dates,” says one HR executive. Of course, this is not the case for everyone; many HR executives have financial advisors to help them make smart decisions. But unless they put a block of time on the calendar, this important meeting is forgotten.

Ironically, HR executives are exactly the people who understand most how important it is to protect financial security. So, outsourcing to an expert makes sense. Let your financial planner worry about the day-to-day details so you have the freedom to focus on your career—expanding human capital and increasing financial value to your company and your employees. HR executives should not have to work past their retirement age because of poor planning.

If you are an executive in the HR department, hiring a personal CFO is a smart decision. One high-profile HR executive interviewed for a white paper on human resources executives advises others that hiring an advisor is “the best money you’ll ever spend.” As for the fees, she says, “I think about it as an investment in my future.”