I need to advance my people function
The Covid-19 pandemic has accelerated workplace change and shifted workforce expectations in unprecedented ways, putting HR teams and their ability to lead organisational change firmly in the spotlight. The People Function has never had a greater opportunity to drive change and business value.
Transforming HR is our passion at LACE – it’s what we love to do. We share your belief that people hold the key to business performance and we’ve worked with many clients to make a fundamental difference to HR’s ability to deliver real value.
Global consumer Products organisation
Click through the project to learn how we did it.
Global HR operating model design – The objective of the global HR Transformation was to deliver more customer centric services at a lower cost base. LACE Partners were initially asked to conduct a short, strategic review of the client’s future HR operating model. Subsequently, LACE has helped the client drive the design and delivery of the HR operating model across the markets, defining the future OD, functional interactions, role definitions and capabilities across all aspects of HR – with a particular focus on HR Shared Services (‘Product & Experience Delivery’).
- Co-created four design principles which underpinned all design activity and future mindsets: feedback loop driven innovation, project based ways of working, consumer and employee centric, decision making at point of need.
- Ran design sprint workshops across components of the HR service delivery model to baseline current thinking and address gaps, to ensure a robust overall design (e.g. account management, product management, service transition planning).
- Developed future accountabilities, interaction models, workflow scenarios and critical role definitions including job profiles.
- Mapped HR capabilities into four main groups: partnership, delivery, innovation and evolution, transformation.
- New HR service delivery model with detailed accountabilities for each element. Changes from the existing model included alignment of user journeys, creation of relationship manager roles and the implementation of a new HR portal across mobile and desktop devices.
- Working across teams, and developing scenarios, created a clear understanding of the interrelations, dependencies and interfaces between the HR functions and services.
- Co-created the future OD across the senior HR leadership team and their areas, detailing sizing, supporting workforce plan and transition planning.
- New high-level HR capability framework and view of critical skillsets by area of the HR TOM.
- Defined a delivery plan for realisation of the OD for each functional area.
Where are you in your journey? Perhaps we can help?
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