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Design and Prepare for HR Shared Services

Plan and design meticulously to create an HRSS model that drives success.

  • HR shared services (HRSS) design and implementation is time consuming and resource intensive because it requires a customized approach to align with organizational needs.
  • Many organizations expect ROI sooner than what is realistically accomplishable, which leads to taking shortcuts instead of following best practices and limits the impact of HRSS.
  • Moving to an HRSS model is a large-scale change for employees both within and external to HR. Change saturation and high workloads for change leaders and agents hinder effective change management practices, resulting in HRSS implementation falling short.

Need Extra Help?
Speak With An Analyst.

  • Get on-demand project support
  • Get advice, coaching, and insight at key project milestones
  • Go through a Guided Implementation to help you get through your project
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Our Advice

Critical Insight

An effective HRSS model not only boosts HR efficiency and effectiveness but also catalyzes organizational success through improved employee experience, productivity, and cost optimization. Achieving these benefits hinges on more than just process efficiency and change management; it also requires a balanced focus on organizational needs and end-user experience.

Impact and Result

  • By following a detailed planning process to create an HRSS model that is tailored to the organization’s unique needs and objectives, the organization will optimize costs by standardizing and centralizing processes.
  • Additionally, by centralizing routine tasks within an HRSS model, HR roles will be enabled to focus on strategic, organizational priorities, increasing HR’s effectiveness and in turn benefiting workforce productivity.

Design and Prepare for HR Shared Services Research & Tools

2. Design the HRSS model

Identify activities and processes to include in HRSS, determine service tiers, and select an operating model and technology to support delivery.

Case Studies: Design and Prepare for HR Shared Services
Task Analysis Framework Example
Project Roadmap Tool

3. Plan for HRSS implementation

Develop change, communication, and training plans to enable adoption, and define an approach to roll out and sustain HRSS.

Change FAQ Template
Design and Prepare for HR Shared Services preview picture

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 3-phase advisory process. You'll receive 9 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Assess the need and set objectives for HRSS
  • Call 1: Discuss rationale, benefits, and organizational readiness for HRSS.
  • Call 2: Review internal and external data; define purpose, goals, and metrics.
  • Call 3: Prioritize HR services for inclusion and align on scope, resources, and early communication needs.

Guided Implementation 2: Design the HRSS model
  • Call 1: Analyze task data, select activities, and review process mapping findings.
  • Call 2: Determine service tiers, operating model, and outsourcing opportunities.
  • Call 3: Assess end-user impacts, finalize recommended model, and review structural and SLA implications.

Guided Implementation 3: Plan for HRSS implementation
  • Call 1: Build the change management approach and confirm rollout method.
  • Call 2: Finalize communication strategy and training plans for key players.
  • Call 3: Align on measurement approach, sustainment tactics, and iteration cadence.

Contributors

  • Anubhav Agarwal, Human Resources Director, TransLink
  • Erin Arsenault, Chief Administrative Officer, School Boards' Co-Operative Inc
  • Dominique Bensadoun Senior Director, Executive Compensation and Global Talent Shared Services, Cirque du Soleil Entertainment Group
  • Sandi Conrad, Advisory Fellow, Info-Tech Research Group
  • Darin Conselyea, Head of HR Service Delivery, Guardian Life
  • Puneet Sachdev, Global Leader – Human Capital & Digital HR, The Singularity Lab
  • Vince Ryan, HR/Payroll People Services Leader, Rolls-Royce
  • 1 anonymous contributor

Related Content: Organizational Design & HR Structure

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