HR Shared Services: Is It Right For Your Organization?

A potential big win — if you know what you're doing

Switching to an HR shared services model can create huge rewards for your organization, but it doesn’t come without risks. Training new staff, building new processes, leveraging new technology, and overcoming cultural inertia are just some examples of why you need to carefully consider if a shared services model is a right fit for your organization before committing to the change.

This publication can help guide you through the questions you’ll need to ask yourself in order to figure out if the HR shared services model will work for your organization, and it outlines a proven process for gaining approval, building the structure, encouraging acceptance and monitoring and improving shared services over time.

The urgency of shared services in the post-COVID era

COVID-19 added a new dimension to operations and a new impetus for shared services. Many organizations today are struggling in the face of continuing pandemic-related challenges. Loss of customers, delays by suppliers, marketplace volatility, missing key workers, slow-to-collect receivables and pandemic-based restrictions are only some examples of the challenges. Whether they’re trying to do pre-COVID business with fewer resources or are looking for new efficiencies to offset new challenges, shared services may be one solution.

Moving to HR shared services can help an organization establish standards and harmonize policies and procedures. By reengineering how people perform work, automating repetitive steps where possible and balancing workloads across HR functional teams, HR shared services can provide a path to continuous improvement of service, higher value and a better employee experience.

More analysis on how you should evaluate if an HR shared services model is right for your organization can be found in the publication.