HR: The Strategic Business PartnerNovember 18, 2010 Jason Colvin
Sr. HR Director Savvis [email protected] 314-628-7393
What percentage of human resources business partners are highly
effective as a strategic business partner? Less than 20%
Source: Feb 2010 Corporate Leadership Council, HR line support
effectiveness survey
ObjectivesWhat enables and drives successful strategic
partnerships? Talent & Competencies Structure & Systems
What type of measurement can be used to evaluate where your HR
organization is today? Engagement Model Preparing for the
future
Talent & Competencies Demonstrate deep and broad business
and financial acumen Influence using a mix of technical HR
expertise, business acumen and relationship skills Architect and
drive change The ability to think systemically Communicate
effectively Build value for shareholders, customers, and employees
Process excellence skills Talent management of human capital
Top Competencies for Senior HR Leaders in Global
OrganizationsCompetency Global Intelligence/mindset Cross-cultural
intelligence Effective communication Strategic thinking HR
Knowledge Leading change Business Knowledge USA 67% 57% 53% 47% 39%
19% 29% Canada India 55% 39% 41% 63% 27% 36% 28% 45% 40% 41% 44%
23% 34% 42% Middle East/N. Africa 53% 57% 51% 58% 31% 38% 33%
Source: SHRM 2010 What Senior HR Leaders Need to Know
Structure & Systems Shared services model HRIS that turns
data into information Technology that allows for self service
Business partner engagement teams Create capacity for HR business
partnersto focus on strategic objectives to drive business
results
Based on a SHRM 2010 Shared Services Survey in May 2010, what
percent of respondents were providing HR support through a shared
services model?
75%
HR Operating ModelAligned directly to the business groups and
main point of contact (i.e. HRGs) HR specialists offering services
company wide to business groups (i.e. talent acquisition, learning,
comp & benefits, compliance, etc)
Ce
Pa rt ne rs
Bu si ne
Business Partner Engagement TeamsDedicated teams aligned to the
business
s er nt
of
ss
Ex e nc lle ce
Service CentersCentral unit for HR-related administrative and
transactional tasks (i.e. self service)
Where is your HR organization today?
HR Model on EngagementHigh Business Enabler (efficiency)Business
Impact
Business Driver Business Partner(education &
improvement)trends influence via data capital business case
(consult & direct)define organizations success factors key
link to strategic view
Service Provider(as needed) Ad hoc Past Performance
Historical
Real time Consistent Self-service
Low Current
Required Sophistication of Measurement Capability
Time
Future
Preparing for the future
What do you think will be the biggest investment challenge
facing organizations over the coming 10 years?Biggest Investment
ChallengeObtaining physical capital (i.e. factories, buildings,
equipment) and optimizing physical capital investments Obtaining
technology and optimizing technological capital investments
Question
2%
11%
Obtaining intellectual capital and optimizing intellectual
capital investments
12%
Response
Obtaining financial capital and optimizing financial capital
investments
29%
Obtaining human capital and optimizing human capital investments
0% 5% 10% 15% 20% 25% Response 30% 35% 40% 45%
47%
50%
Source: SHRM 2010 Challenges Facing Organizations in the next
10yrs
Creating People Advantage 2010: How Companies Can Adapt Their HR
Practices for Volatile Times:Most critical areas but limited
current capacity: 1. Managing talent 2. Leadership Development 3.
Employee Engagement 4. Strategic workforce planning
Source: Chief Learning Officer Magazine Sept 2010
Is Your HR Organization Prepared?
