HR Transformation & Alignment

HR professionals often focus internally on the function of HR rather than externally on what customers and investors need HR to deliver. An effective HR Transformation will enable you to focus your energy on making the business more competitive and make HR a valued contributor to business success.

Common Client Issues and Concerns

  • How do we position HR to have more impact and more credibility?
  • How do we address the ongoing role confusion between our COEs and embedded HR?
  • How do we best determine what works to centralize and what works to decentralize?
  • How do we create the right role for our HRBPs
  • How do we make our HR Shared Services more effective?

How We Help

The most important thing to remember when transforming HR is that the transformation process is not about making HR easier or better, it is about how HR can be more effective in helping the business create advantage. There are two primary ways that HR creates value for the business. First, it is by ensuring that the work they do has strategic impact, is well positioned, and gets the time and attention it deserves. The second way HR creates value is by ensuring that the day to day foundational work gets done as efficiently as possible.

When HR organizations are designed well, their energy, time and attention is spent on helping the business respond to external needs of the business rather than dealing with issues inside the function. Our approach has 4 main steps:

  1. Begin Outside In

    Gain a clear understanding of the business context: customer needs, industry dynamics, external trends, and competitors. Fully understand how the business responds to the external demands and what the business model needs to be going forward.

  2. Identify Outcomes

    HR plays a key role in helping develop the critical capabilities that differentiate the organization. The transformation process is guided by a clear idea of what the business capabilities and HR priorities need to be to help drive business results.

  3. Design HR

    The design of HR is guided by a framework and process that creates clear roles for both strategic impact and cost efficient delivery of essential work. It answers the question of what work needs to be embedded close to the business and what work is best centralized.

  4. HR Development

    HR often spends all of their energy and resources building and developing others. Transformation efforts require that they devote time and attention to devloping themeselves.This involves assessing individual strengths, role placement, job rotation, and strategic training.

Sample Assessment

Ready to transform and improve your HR contribution?

Contact us to start a conversation about HR Transformation.