The requirements placed in HR are becoming increasingly diverse, and the professional profile is changing at an ever-faster rate.
The HR organization and the operating model are inferred from the HR strategy.

There are many reasons for a company to question and streamline a current HR organization. Besides the goal of cutting costs in the field of HR, it is important to add new topics and tasks that elevate the performance of the HR Division without adding more layers of costs and workforce.

We support companies during this process by:

• Clarifying the HR vision and mission, also how HR perceives its own role
• Defining the HR services portfolio with inclusion of the key stakeholders
• Developing and augmenting the HR organization and the operating model based on a 3-pillar principle with business partners, center of excellence, and HR shared services
• Aligning HR organizations to suit future business requirements
• Strategic HR planning
• Overarching job architecture and evaluation of the competence requirements, definition of roles & responsibilities, also central and non-central tasks and responsibilities