In recent years, the role of HR has undergone a profound and impactful change. The role of an HR has turned from solely controlling and managing administrative processes into a valued Strategic Business Partner. Nowadays, HR teams take part in strategic planning tables, contribute to the sustainability and development of organisations over time, and oversee a unified framework.

Now more than ever, HR teams are required to be true business accelerators and valuable partners, able to support managers of different fields and functions in achieving business results, streamlining relations and processes, forging networks, and sharing essential know-how.

On top of that, they need to play the key role of change agent. Today, companies steer through rough seas where currents can rapidly change all of a sudden. A world led by volatility, uncertainty, complexity and ambiguity (VUCA) requires organisations to carry out continuous focused actions and reorientation programmes.

The HR function plays a pivotal role in driving change and acts as a vital link, fostering cohesion among the various departments within the company.

To cope with these new role trends, an HR needs to enhance new skills and implement a major mindset change.

At a Management level, we can therefore help the HR teams in co-constructing a new model for the correct functioning of the HR role within the company, using models stemming from international best practices.

This process involves several steps:

– The assessment of the current state.

– The co-construction of the desired state (the design of a new operating model, the Leadership Model and HR culture, the organisation/roles/key competencies, the new Vision, Mission and Values for this specific function).

– The definition of the actions to be planned to achieve it (gap analysis, definition of risk and opportunity map, design of the implementation plan to cover it, engagement and involvement activities).

As well as this, we can also help HR teams in:

• Enhancing the necessary skills thanks to paths focused on Training Lab activities.
• Deploying all internal resources and effectively filling one’s role through Coaching and Mentoring paths.
• Streamlining communication within the team through Team Coaching activities.