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Human resource professionals have an important role to play to assist an organization attain its CSR goals. Employee involvement is a vigorous success factor for CSR performance. Human resource managers have the tools and the opportunity to influence employee responsibility to, and commitment in, the firm’s CSR strategy. Human resource managers are well positioned to play an influential role in helping their organization accomplish its goals of becoming a socially and environmentally responsible organization. Further, human resource (HR) professionals in organizations that perceive successful corporate social responsibility (CSR) as a key driver of their financial performance, can be influential in realizing on that objective. Human resource management can play a significant role so that CSR can become “the way we do things around here”. HR can be the key organizational partner to ensure that what the organization is saying publicly aligns with how people are treated within the organization. HR is in the enviable position of being able to provide the tools and framework for the executive team and CEO to embed CSR ethic and culture into the brand and the strategic framework of the organization. Despite a significant increase in research and practice relating corporate social responsibility (CSR) and human resource management (HRM), a comprehensive examination of the relationship between these two constructs has yet to be undertaken. Scholars associating CSR and HRM rarely explicate their understanding of the connection between CSR and HRM or the assumptions they make when exploring this relationship.