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HR Transformation: Getting It Right

While the current three-pillar model that many HR organizations use today – Centers of Expertise, HR Business Partners, and HR Operations – is still relevant, organizations must tailor it more effectively to meet the goals of the organization. Rethinking HR transformation can help HR leaders diagnose and address challenges that prevent them from truly transforming.

These are the three areas that HR must focus on to meet the evolving needs of the business:

  • Focus HR Service Delivery on the Customer
    Customer-centric service delivery is all about keeping everyone’s interactions with HR simple, easy, intuitive and insightful. An example of when this goes wrong is when HR’s customers are confused about where to go for what, leaving them to guess at answers.
  • Create a More-Flexible HR Service Model
    HR-related expertise should be readily and easily deployed to meet the most critical needs of the business. A flexible expertise model requires an HR organization to be practical, consultative and engaging.
  • Develop HRBPs Into Business Performance Consultants
    HR Business Partners need to understand critical business issues and the corresponding people implications, ultimately creating relevant and integrated solutions that drive the desired business outcomes.

About the Authors

Michael Martin
Partner HR Advisory Global Practice Leader 
Partner HR & Talent Advisory | U.S.
Partner HR & Talent Advisory | U.S.

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