Adding strategic value through the HR team

The HR function is facing a time of considerable challenge as it changes the nature of its contribution, and the way it operates, to add more value to the business.  In a tougher financial climate businesses need to drive performance and reduce costs.  HR directors need to make a positive contribution to value creation and competitive advantage by taking a lead on effective performance as well as ensuring the provision of cost-effective employee services.  The task of developing Organisation Capability is increasingly shared between OD and HR and to do so requires repositioning of both OD and HR and developing new capabilities.  

What we offer

a vision for the contribution of HR and the road map of how to get there In our experience two aspects are vital to address for both individuals and the function as a whole to really be recognised as strategic business partners.  These are:

• Gaining business credibility across the breadth of strategic issues.
• Increasing your ability to challenge the business to see and do things differently.

Whether you are at the beginning of the HR transition journey or have already embarked on it, we can work with you in the following ways.

• Review - bringing HR capability inline with business needs now and in the future.
• Vision - compiling a vision for the contribution of HR and the road map of how to get there.
• Business Partner Development - increasing the business credibility of the HR function and the ability to challenge the business.
• HR Transition Support - transferring expertise to you to support your transition.

The results

We have considerable expertise in working closely with HR functions to increase their contribution to the business.

• In a major global telecommunications company we developed over 100 of the senior HR Business Partners to work more effectively with the business as strategic partners. [more]
• In a UK Government department we have assisted the transition to a shared services and business partner structure. We developed senior HR staff to understand each other's roles and develop their impact and influencing. [more]
• In a global sports equipment manufacturer we have facilitated and developed a global HR network in planning its Talent Management approach
• In a UK government department we have supported the organisational transition of an OD function and the development of OD capability