How much budget does your company allocate towards the HR function as a % of revenues? How does this compare to other functions like Finance, Marketing, IT at your firm?

1.2k views2 Comments

Sort by:

CHROa year ago

Cost, excluding labour, as a % of sales, is 0.29% towards the HR Function. Apologies, its too difficult to provide data compared to other functions as the comparison is not really like for like.

Head – HR Operations, Digital HR & Corporate HR Strategy in Softwarea year ago

I can only tell you about HR, its 2.75% of the Total Revenue. Would be very interested to know the HR budget industry benchmark for IT software services company.

Content you might like

For those who work in organizations that manage Individual Development Plans (IDPs) offline (ex. via a word or Excel template/doc) and do not have an automated way to track usage and progress of the plans across your company, what have you found to be the best way to accurately keep track of them?

If you plan to quit/have quit your current job in 2025, which of the following is your key reason for leaving?

Better Pay and Benefits21%

Exploring new career opportunities45%

I'm starting my own business/practice/firm18%

Additional schedule/remote work flexibility6%

I dislike my boss/co-workers5%

Other (please share below!)3%

View Results

Is your budget for HR technology (such as HRIS, payroll, or talent management systems) managed and paid for primarily by the IT department in your organization?

Yes71%

No29%

Looking for ideas/options for the HR Business Partner organizational structure to scale the model as we grow. Currently, HR Directors are aligned to C-Suite leaders, and they have a small team of HRBPs reporting to them. We have your typical HRBP/COE structure. What have you seen work in your organizations?

I'm curious how other organizations are handling the relationship between their HCM suite and LMS when it comes to employee professional development and compliance training. Are you primarily using your HCM, your LMS, or a combination of both for employee training and development—and what drove that decision? Would appreciate hearing about your approach and any lessons learned.