But this story is about more than just the theory and practice of human resource management. It's also about growing your own career in HR, starting from wherever you are and going all the way to that proverbial "seat at the table," if that's where you ultimately want to go. This story is about helping you cultivate a career that you love.

 I suppose I've always been about love and work. The fact that for six years I am associated with Training & Human Resource is strictly coincidental. The fact that I'm known among my peers and colleagues as the poster person for promoting this profession that I love … well, that's not a coincidence. I wouldn't have it any other way. And neither should you.

 I'd like to start this story by saying right here and now that I'm passionate about HR. In fact, I'll even go so far as to say exactly what it is to me: a calling. If you're not especially religious, the idea of a calling may be unsettling—especially the idea of a corporate leader discussing it in an open forum like this one. Don't worry, this isn't going to be a religious story. But it is going to be an invitation to you to put the HR profession on a more elevated platform.

 Yes, it's true: The daily details remain. As an HR practitioner, you are still responsible for compliance and administrative details. How well you acquire and manage the talent pool can make the difference between a successful new initiative and a failure. Yes, it's true that much of what you do can be boiled down into metrics, outcomes, spreadsheets, equations, formulas, and profit and loss. However, HR is also a huge—some would say sacred—responsibility because as an HR leader you are entrusted with other people's futures, needs, and worklife well-being. All those deliverables and decisions that you have a hand in developing directly influence not only the financial viability of your company but also the private life of each and every individual who is associated with your business—your employees; your leaders; your vendors, suppliers, and consultants; even your customers. With this kind of responsibility, you must approach your profession with both competency and passion.

 I get frustrated when I meet HR practitioners who don't see that vision—who don't see the connection that HR professionals can create between their individual passion and organizational strategy. There are probably more of those practitioners than we'd like to admit. I know for a fact that there are far too many HR practitioners who fell into the profession with no real understanding or appreciation of the profound responsibility and the amazing privilege of this career. They're there because they think HR will give them the power to be a policy maker or a power broker. And then there are other HR practitioners who pride themselves on being people’s people. They want to be corporate cruise directors, making everyone happy, and they have no real understanding of the fact that they are working within a business and that what they do must succeed, fulfill the needs of the for profit organization, and further corporate objectives. I also know for a fact that there are many more HR professionals who absolutely recognize the amazing gift of their HR careers. But they are shy about expressing their passion, for fear of losing their professional image as clear-eyed, clear-thinking businesspeople. But privately, they know that the two perspectives of HR aren't mutually exclusive. On the contrary, these two perspectives are mutually dependent if you are to be successful and to be part of an amazingly successful business that defies all odds—a company such as Vodafone, for instance.

 That kind of melding of perspectives depends on the emotional, intellectual, and strategic strength of HR professionals who have the courage to invest both their heart and their smarts in what they do. When they do this, all of the other issues affecting the HR role in business fall into place.

 I invite you to take a serious look at your role in HR. How does that role add value to your company's business? How does that role support and nurture the careers of the people who work for your company? What can you do to create a workplace community that allows business to get done, and in which the individuals who work at your company can invest their talents, skills, and passion daily and, in turn, feel inspired and engaged by the opportunities your company offers?

 This is the calling of HR. And this is the opportunity. And never before has it been so exciting and compelling.

 And this is my invitation to you: to take a fresh look at our profession from a new point of view. From the heart.

 That's what love has to do with it. In the coming days, you'll see what I mean.