Claiming Space: Practical Ways to Stand Taller & Lead with Influence in HR

I’ve noticed something in rooms full of capable HR leaders, especially experienced ones.

We often arrive prepared, thoughtful, and deeply knowledgeable… and then we shrink just a little.

We wait for the “right moment” to speak.

We soften our language.

We preface insight with qualifiers like “This may not be popular” or “I’m not sure if this is helpful, but…”

It’s rarely a confidence issue. It’s a habit. A learned reflex born from years of being the steady hand, the mediator, the one expected to smooth edges rather than sharpen strategy.

But here’s the thing: When an HR leader doesn’t fully claim their space, organizations lose one of their most powerful strategic voices.

Why This Matters More Than Ever

The role of HR has fundamentally shifted. Today’s HR leaders are expected to influence enterprise risk, workforce strategy, culture, and long-term value creation – well beyond advising on policies or programs. And yet:

• Research consistently shows that HR leaders are less likely than peers in finance or operations to be perceived as “decisive” or “strategic,” even when their impact is equal.
• Women-dominated functions (like HR) face higher expectations to be collaborative and agreeable, and harsher penalties when they’re seen as too assertive.
• During times of uncertainty (think economic pressure, restructuring, rapid change), HR insight is most critical but often delivered cautiously to avoid friction.

The gap isn’t capability. It’s visibility, voice, and presence. Claiming space isn’t about ego or dominance. It’s about the alignment between the value you bring and the way you show up.

What “Claiming Space” Actually Looks Like

Claiming space as an HR leader doesn’t mean changing who you are.

It means letting your expertise take up its rightful amount of oxygen in the room.

Here are some practical ways to start standing taller without losing authenticity:

1. Lead with your point, not your preamble. Instead of warming up the room, start with your conclusion.

“Here’s the risk I see.”
“My recommendation is…”
You can add nuance after your voice has landed.

2. Replace softeners with confidence cues. Notice how often you hedge: maybe, just, I think, possibly. Try grounded language instead:

“Based on the data…”
“What we’re seeing across the workforce is…”

3. Sit in the discomfort of silence. You don’t have to fill every pause. After you speak, stop. Let others react. Silence often signals authority, not uncertainty.
   
   
4. Anchor your perspective to business outcomes. HR insight gains weight when clearly tied to impact:

• Risk mitigation
• Cost, productivity, or retention
• Leadership effectiveness
• Long-term organizational health

You’re not “raising a concern.” You are informing a business decision.

5. Take credit factually, not flashily. It’s okay to say:

“This approach came out of the work my team led on…”
Visibility isn’t self-promotion; it’s stewardship of your function’s value.

A Final Thought

You don’t need to become louder to be more influential.

• You need to be clearer.
• More direct.
• More willing to occupy the space you’ve already earned.

HR leaders are uniquely positioned to see patterns others miss to connect people, performance, and purpose. When you claim your space, you don’t just elevate yourself. You elevate the quality of leadership around the table.

Stand taller. Your organization needs you in that space.