Lara Boucher’s Post

📈 Unpacking Insights from the HR Operating Model Report 2023 by Marc Effron & Talent Strategy Group Just finished diving into the "HR Operating Model Report 2023" by Marc Effron and the Talent Strategy Group (thank you David Green 🇺🇦 for posting the report) - an insightful read that sheds light on the evolving landscape of HR and its strategic impact within organizations. My Key Takeaways: (1) CHROs and CEO Dynamics: 86% of CHROs report directly to the CEO, so the “at the table” question is settled. Yet the question remains whether CHROs make a valuable strategic contribution (2) HR Operational Structure Clarity: Based on Dave Ulrich's model, there is a separation of powers between COEs, HRBPs and Shared Services. In 75% companies the HRBP “owns” the relationship with the business leader (interestingly, in 25% this is not the case). But this very segregation of roles creates a persistent tension between COEs and HRBPs. The report suggests that it’s not new HR operating models that are needed but more clarity and discipline in operationalizing the current model. The interactions between COEs, HRBPs and service centers have frequently not been properly mapped out. (3) HR Staffing Trends: The number of HRs per employee remains very stable (about 1 HR per 100 employees on average), yet there is a strong increase in COE hiring, which means that in ⅔’rds of companies either HRBPs or service center employees were reduced to keep this ratio the same or to lower it. Does this mean that the value of HR lies in the execution of specialized skills rather than at the interface with the business? (4) HR Change Management: Many companies need more precise definition of what an HRBP, a COE member and a service center employee is responsible for. Even though many CHRO’s believe that their team members will “figure it out” after they implement a new HR operating model, HR professionals would benefit from support, training and intentional HR team building. This research not only confirms the critical positioning of HR in today's corporate hierarchy but also prompts a deeper investigation into its strategic contributions and operational efficiencies. Full report available here: https://lnkd.in/eqbY2M-r #HRStrategy #TalentManagement #Leadership #HRInnovation

I have seen the evolution of HR from transactional to strategic business partners in organizations. The key is understanding that ultimately HR is a business support function. We serve the business by way of the people within the organization. Using data and key performance metrics, HR can come to leadership and show its value. Remember: it’s not HR’s programs…it’s the business’s programs. https://lnkd.in/gfjVcaRu [hrdive.com]

Are you looking at the right HR metrics? In the dynamic world of Human Resources (HR), data-driven decision-making is becoming increasingly vital for organizations seeking to optimize their workforce and drive business success. In this blog, we will explore the significance of choosing the right HR metrics and how they can empower organizations to enhance their talent management strategies. Read More: https://lnkd.in/dvGUkRVV Aryan Solutions Pte Ltd #AryanSolutions #HRmetrics #workculture #companyculture #strategies #workforce #business

At many companies, the HR Operating Model isn't formally designed and the CHRO assumes that everyone in HR will play nicely together. In reality, this means that HRBPs, COEs, and Shared Services battle about who should do what, and HR customers are confused and poorly served. Our article can help. "The CHRO's 5 Questions to Optimize your HR Operating Model" describes exactly how to create your organization's "true North" of HR design and the steps to build a successful operating model. Be sure to share this with your CHRO! https://lnkd.in/egxNR6tg

Another interesting and for me timely article. Worth a read if also interested in HR operating model design and HR team effectiveness.

A few weeks back, I asked what folks here thought about the HR-to-employee ratio and whether it was still relevant. As I suspected, the resounding answer was a big NO! People felt it was outdated and oversimplified, especially given the global nature of so many orgs, and some questioned the utility or need for it at all. Many also recognized that while it's outdated it’s something the C-suite can anchor on when it comes to making resourcing decisions. This means that it can be used as a conversation starter. Which means it’s up to us as HR practitioners to set the stage for that strategic conversation. It’s not just about headcount; it’s about aligning on the expectations of what can be delivered with that headcount (and what can’t!!). It’s about creating a mutual understanding of the current state of the org and the desired future state. It’s about demonstrating the difference between HR as an admin function and HR as a strategic function. And so on. As you have those conversations and get alignment, you can start to tweak resourcing as needed. Based on the discussion from my original post -> You might increase the number of HR staff or have a higher HR-to-employee ratio if: - The business is in a high growth phase or rapid transformation - The organization’s structure is complex - You have globally distributed teams in multiple locations - There are fluctuating retention issues and hard-to-fill roles - The business lacks appropriate tools / HR tech stack - You need to build/scale your HR processes  - You need to significantly train or upskill managers or staff - The scope of HR responsibilities and expectation of services has increased - The organization has a value and culture of investing in employees - There is a desire from senior leaders to have HR as a strategic partner to achieve business outcomes Or you might decrease or keep stable the number of HR staff or have a lower HR-to-employee ratio if: - You have stable business growth with predictable attrition  - You have established mature HR systems and processes - You have an established tech stack that is meeting the business’s needs - The organization does not have a value or culture focused on employee investment, engagement or retention - HR is perceived as an administrative function within the business - The organization’s structure is simple and has employees in a small number of locations Shout out to all the folks who participated in the discussion. 🎉 🙌 Tagging them and providing a link to the original post in the comments.

Engaging HR Stakeholders for Tailored Solutions. This week’s HR Pioneer Blog post considers the art of engaging HR stakeholders to build lasting, responsive processes, programs, practices, and policies. It defines “stakeholder engagement” as a strategy for bringing internal and external customers into the HR issues identification and solution development processes. The blog encourages HR leaders to expand their view of stakeholders beyond leaders and employees to include the Board of Directors, supply chain partners, regulators, etc. By bringing their requirements and needs into the design of HR initiatives, greater business alignment can be achieved.  The article provides important insights into the following: 1. How to convert those constituencies’ requirements into HR programming. 2. Four (4) key steps in the engagement process. 3. Key benefits of regularly collecting their insights and preferences for use in HR design decisions. 4. HR skills needed to engage and influence stakeholders. This is a must-read for all HR pros working to improve their business alignment. 👉🏽 Check our blog post out here: https://lnkd.in/dnhpSPuy ~~~ Have you tried Wowledge's Strategic HR Roadmap Generator™ yet? It is FREE. Create your roadmap in 30 seconds! ⚡️ Get it here: https://lnkd.in/gTdX2aKw 💡 If you found this helpful, share the post with your network and follow Wowledge to get more. #hr #hrbp #chro #hrstakeholders #businessalignment #responsivehr

Stacey Nordwall, thank you for this post. The HR-to-employee ratio has always been a mystery to me. There are so many considerations as you've outlined. Maybe it's because I've been with a few global companies that this "number" isn't so easy to define. Appreciate the spotlight #humanresources #HR #hralignment #HRstructure

🔍 Navigating the Future of HR: A Business-Driven Approach In the ever-evolving landscape of Human Resources, it's time to shift our focus from traditional data-centric models to a more holistic, business-driven approach. The latest article on HRD Connect, featuring insights from Max Blumberg, delves into this transformative concept based on work with Alec Levenson and Dave Millner. 🚀 Why This Matters for #HR and #PeopleAnalytics Professionals While many new HR Operating Models are emerging, most remain anchored in data-focused strategies. This article introduces a groundbreaking perspective, advocating for a shift towards a truly business-driven HR operating model. It's not just about managing people, processes, and policies anymore; it's about extending HR's impact to encompass a broader resource management spectrum. 🌐 Read More: Human Resource Management becomes Resource Management? Extending HR’s impact beyond people, processes, and policies Join the conversation and explore how this innovative approach can redefine the role of HR in today's business world. #BusinessDrivenHR #ResourceManagement #StrategicHR Alec Levenson, Dave Millner, David Green 🇺🇦, Andy Charlwood, Igor Menezes, Nicole Lettich, SPHR, Tilman Sheets, Benjamin Broomfield, HRD Community https://lnkd.in/gAAGuMHK

When was the last time your organization really took a comprehensive and detailed look at your HR operating model beyond technology and org charts? Much of my career has been spent helping organizations build out their HR operations, and I have found that for a lot of companies, having an effective HR operations model only gets brought up when something goes wrong and HR needs to be restructured. HR leaders should be regularly thinking through the details of how HR gets done, by who, for what purpose, and everything in between. This is wonderul article with questions that every HR leader should work through to build a HR operations mode that truly drives results. https://lnkd.in/gDEsx-mz