Interested to know how other HR leaders are progressing HR’s org design? Has anyone completely changed their HR org design for e.g., moving away from an Ulrich model?
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New Standard Model:
The New Standard model has become the default design for many HR organizations.
It features three operating groups within the HR function:
Strategic Business Partners: Senior HR leaders responsible for developing and implementing people strategy, advising on key people issues, and brokering services.
Shared Service Center: Handles transactional HR interactions, including basic questions about pay, benefits, recruiting, and employee relations.
Centers of Excellence (CoEs): Specialized teams in areas like talent management, compensation, diversity, and data analytics.
Customer-Centric Focus:
HR is shifting from a pure-process orientation to a customer journey approach.
Identifying the “moments that matter” for employees in their interactions with the company is crucial.
Cross-Functional Collaboration:
Moving beyond the Ulrich-style separation of tasks, HR is enabling cross-functional, cross-regional, and cross-divisional collaboration.
Separating CoEs and business partners becomes more challenging as HR’s range and complexity increase.
Future-Oriented Archetype:
CHROs and leadership teams align on the right operating-model archetype based on business needs, workforce expectations, and organizational context.
We're moving away from the clear service based separations to a more matrixed and value added approach. Finding new and innovative ways to support managers through emerging technology is a key focus for us.