The current approach to promotions highlights a troubling double standard.
HR has proceeded with promotions within its own ranks including VP to SVP and reversed role classifications from Senior Manager back to Director, even though the rest of the organization was required to make those changes.
At the same time, commercial line-of-business teams responsible for generating revenue and driving business performance are restricted and effectively blocked. Across my organization, leaders have taken on significantly expanded scope and accountability, with direct responsibility for new business generation, revenue growth, and client retention. Despite these expanded roles, we were told during both job reviews and the annual merit cycle that promotions were not possible even in cases where retention risk and material scope changes are clear.
When HR the very function responsible for fairness, governance, and organizational consistency applies a different standard to itself.