Plan for HR Shared Services
Look before you leap! Engage in detailed planning and design to find the right HR shared service model.
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Contributors
- Christian York, Director of Client Success, Kira Talent
- Karen Larsen, Senior Business Systems Analyst, TD
- Michel Hebert, Director, Research & Advisory, Info-Tech Research Group
- Michelle Turner, Lead, HR Shared Services, Tangerine
- Nicholas Malcom, Director, HR Operations, UnityPoint Health
- Sandi Conrad, Senior Director, Research & Advisory, Info-Tech Research Group
- Scott Manning, Partner, ScottMadden
- Multiple anonymous sources were also interviewed
Your Challenge
- HR departments need to deliver services with greater efficiency, while at the same time increasing the quality of service, boosting strategic contribution, and becoming a data-driven function. While shared services are a common response to these challenges, they are extremely complex and differ in many ways from one organization to another.
- Large-scale transformations like shared services require a lot of buy-in, but organizations are hesitant to disclose details before they know what the final outcome will be.
Our Advice
Critical Insight
- There is no single HR shared service (HRSS) model that fits everywhere. Use a detailed planning process that identifies objectives, maps the current state, and then explores several options for improvement before deciding on a final recommendation.
Impact and Result
- Follow a detailed planning process to create a shared service model that is tailored to your organization and specifically created to achieve your objectives.
- Ensure employee experience is considered throughout the process so the final product will fit their needs.
1. Create vision for HRSS
Establish the HRSS vision, objectives, and scope and develop a high-level communication plan.
2. Document current state
Gather relevant information to create an HR task list and determine HR time allocation.
3. Develop a framework to support HRSS
Shortlist HRSS activities, evaluate scenarios, and select recommendations.
4. Prepare to proceed to the next stage
Build a business case and identify success metrics.
Guided Implementations
This guided implementation is a nine call advisory process.
Guided Implementation #1 - Create vision for HRSS
Call #1 - Confirm your vision, objectives, and scope are matched to your organization’s needs.
Call #2 - Discuss stakeholders, both within HR and the broader organization, that are necessary to move forward with planning and how to approach them. Review communications plan.
Guided Implementation #2 - Document current state
Call #1 - Discuss data collection options for task analysis and choose the most appropriate methodology.
Call #2 - Prepare and conduct an HR stakeholder management survey to understand client satisfaction.
Guided Implementation #3 - Develop a framework to support HRSS
Call #1 - Analyze task data to determine the biggest wins for an HRSS model.
Call #2 - Map processes to confirm suitability for HRSS and identify efficiency gains.
Call #3 - Discuss future state scenarios for your organization.
Guided Implementation #4 - Prepare to proceed to the next stage
Call #1 - Review the business case and discuss resistance and challenges from stakeholders within HR and the broader organization.
Call #2 - Determine next steps and discuss project plan.
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Plan for HR Shared Services
The Purpose
- Design the optimal HRSS model to support organizational objectives and streamline HR services delivery.
Key Benefits Achieved
- Use McLean & Company’s blueprint to design an HRSS model that fits the organization.
Activities
Outputs
Document and identify tasks and activities that shared services can improve.
- An aligned and tailored HRSS model that addresses organizational needs
Articulate a vision for an HRSS model that fits your organization’s needs.
- Executive, HR, and employee support of the HRSS model
