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Redesigning HR for the Future
Legacy HR models struggle in a world of digital disruption, hybrid work, heightened regulation and rapidly shifting skill needs. Fragmented processes, outdated policies and low analytics maturity make it hard for HR to anticipate risks, shape the workforce and influence strategic decisions.
HRMP partners with CHROs and CXOs to redesign the HR function as a strategic, insight-led engine that shapes organization design, capability, culture and governance—rather than merely administering policies and payroll.
HR operating model redesign
- Clarify the roles and boundaries of Corporate HR, HR Business Partners, Centres of Excellence and Shared Services for sharper accountability and faster decisions.
- Redesign engagement between HR and business leaders so people decisions are part of strategy, budgeting and risk reviews—not afterthoughts.
- Embed ERA and governance responsibilities into HR roles, ensuring that people-risk is part of everyday operations, not a separate compliance track.
HR process digitization & analytics
- Streamline and digitize core processes such as hiring, onboarding, performance, rewards, learning and exits for consistency and transparency.
- Build analytics capabilities and dashboards that give HR and business leaders real-time insights on attrition risk, capability gaps, productivity and engagement.
- Integrate with Talent Analytics offerings to move from descriptive reports to predictive and prescriptive workforce decisions.
Governance and risk-aware HR policies
- Refresh HR policies, employee handbooks and manager guidelines to explicitly integrate conduct expectations, POSH, whistleblowing and conflict-of-interest norms.
- Align delegation of authority, approvals and exceptions with overall risk appetite and ERA frameworks so loopholes are minimized.
- Ensure policy frameworks are simple enough to be understood on the ground, yet robust enough to satisfy auditors, regulators and global clients.
HR strategy and roadmap
- Co-create a multi-year HR strategy that supports business growth, digital initiatives, market expansion and productivity goals.
- Define clear priorities and milestones across capability building, culture, digitization, governance and analytics.
- Link HR strategy explicitly to enterprise risk management and board expectations on people-related risks.
Organisation and role architecture
- Review and refine organization structures, spans and layers to reduce complexity, clarify decision rights and improve accountability.
- Define critical roles, success profiles and succession pipelines, using a risk lens to identify roles with high fraud, compliance or reputation impact.
- Align job families and grade structures across businesses for fair, consistent treatment and smoother talent movement.
Performance & rewards frameworks
- Redesign performance frameworks to balance growth, risk, culture and collaboration, avoiding incentives that encourage gaming or misconduct.
- Align variable pay, sales incentives and recognition programs with both outcomes and behaviours, including adherence to conduct and governance norms.
- Strengthen calibration, feedback and review mechanisms so ratings and rewards stand up to internal scrutiny and external challenge.
Employee experience and engagement design
- Map the end-to-end employee journey—from pre-hire to alumni—to identify friction points, risk hotspots and culture moments that matter.
- Design experiences, communications and manager practices that improve trust, inclusion, safety and alignment with organizational values.
- Integrate insights from whistleblowing, POSH, grievance and engagement data to proactively address culture risks.
Strategic HR Transformation is designed to help CHROs secure and sustain a strategic seat at the leadership table.
Key value points:
- Stronger strategic influence: HR brings data-backed insights and clear roadmaps on capability, culture and risk, shaping business and board decisions.
- Better CXO alignment: Clear operating models and governance structures reduce friction between HR and business, creating joint ownership of people outcomes.
- Risk-embedded people practices: Policies, processes and leadership behaviours are deliberately designed to reduce insider risk, non-compliance and culture failures, in close alignment with ERA work.
Strategic HR Transformation connects directly with other HRMP offerings to create an integrated people-risk and leadership ecosystem.
- Link to Talent Analytics: Point to how predictive workforce analytics supports strategic workforce shaping, critical role identification and early warning on attrition and misconduct risks.
- Link to Leadership Accelerator: Highlight that redesigned HR systems are most effective when leaders are equipped to role-model ethics, lead through volatility and take accountability for people decisions.
Inline web copy example:
“Deepen this journey with our Predictive Talent Analytics and Leadership Accelerator programs, ensuring you have both the data and the leaders to sustain your new HR architecture.”
Explore Strategic HR Engagements
Partner with HRMP to assess your current HR model, identify transformation priorities and co-create a roadmap that elevates HR to a strategic, risk-aware and analytics-driven function. Explore engagement options tailored to your sector, scale and leadership agenda, from focused design sprints to full-function transformation programs.