In our most recent post, we began discussing Galbraith’s Star Model of Organizational Design. We concluded with our view that HR departments have generally overstated the importance of Structure as a critical organizational design feature. According to research published by Gartner in 2019, less than half (42%) of organizational redesigns are successful and more thanContinue reading “Strategic HR Business Partnering – Beyond Organizational Structure”
Introduction: Our previous post in this series promised to explore some common pitfalls we have observed that undermine the delivery of effective HR solutions. This post is intended to set the stage for subsequent blog entries that will delve into individual Centers of Excellence and how they and HR Business Partners interact. Those posts willContinue reading “Strategic HR is Not Only Organizational Structure”
Our prior post introduced the need for HR Business Partners (HRBP’s) to understand the business they support. And we closed with the beginning of a discussion on delivering on commitments. We’ll expand on that point here by talking about some of the key capabilities we’ve seen the most successful HRBP’s deploy. Brief Recap We haveContinue reading “What Does it Really Mean to be a Strategic HR Business Partner? Part 2”
Our introductory article laid out the foundation of today’s HR Business Partner role. In this post, we begin to identify and explain the critical capabilities an HR Business Partner needs in order to excel at the job.
As two long-time HR practitioners, we have spent a great deal of time reflecting on HR’s role in not only supporting an organization or a business, but its role in adding significant value as measured by business metrics. This is the lens through which we are writing and sharing this series of blog posts. InContinue reading “The Human Resources Business Partner Revolution: Mirage or Unfinished Business?”