HR Transformation

It's where you can really see the difference your approach to people makes to business goals, culture and the bottom line - and it's where every ambitious HR leader wants to get to.

For some who are lucky enough to already be here, we salute you and cheer you on!

For those that are yet to make the transition, we're here to help you define, scope and manage your change journey either as consultants, or as Fractional Chief People Officers/HR Directors to help manage the transformation at an Executive level where there is no current HR Director in situ.

It starts with reviewing your business strategy and context and your supporting people strategy to devise your functional target operating model for HR.

And if you don't know where to start in making the change happen, we can work with you to scope this out and help you manage the change too.

Transforming your own function when you're also supporting the business can be doubly difficult. That's often why we're called in to help, so you can focus on transforming your business, whilst we support you to transform alongside.

What you need to focus on when considering your transformation....

System Capabilities

Systems are vital in enabling HR to become more strategic through effective data management and self service capabilities.

Policies & Processes

A new system will, however, give returns on investment only if the policies and processes that feed it are clear and lean.

People Capabilities

So you have your systems and processes nailed - what about the skills and capabilities in your HR team to deliver these?

Roles and Responsibilities

Your value proposition and customer journey are key components to identify when determining the accountability structure you need.

In the first instance, we'll conduct a maturity assessment of all of these areas, and produce a gap analysis report which forms the basis for prioritisation the transformation steps.

We'll then work with you to design and deliver your transformation roadmap using the following steps

1

Fix the Foundations

Addressing the basics of your service model - usually the stuff that no-one sees. It's usually about ensuring your systems/tech, data, processes, KPIs and SLAs are robust.

2

Build the Shop Window

This is where you build out your proposition - what do you want to offer the business and what are your desired customer journeys? It's also where you define who is responsible for what.

3

Define Skills and Behaviours

This is the capability improvement plan for your HR team.

4

Engage Stakeholders

This is the communications and engagement plan to ensure your new proposition is understood and embraced by your leaders, managers and employees.