HR Capacity: Deepening Business Partnership
To the question “Is the flexible workplace a business initiative or an HR initiative?” we answer that the most effective flexibility is business-driven and HR-embedded. We work with clients to ensure that HR leaders and staff are full partners in developing an innovative, impactful and sustainable flexibility initiative. One client described us as:
“…a true business partner, providing tremendous added value. Working with R&C is the most significant consulting relationship I’ve ever had. They are willing to step up and understand and be part of the process. They are generous in sharing their expertise.“
Tasks and Roles A true culture change initiative requires significant and ongoing tasks in which a key HR champion and a variety of colleagues take on different roles to plan, design and implement the effort. We offer support, assistance and development in all these areas.
We establish early on in any project the areas where we will simply deliver key services, those where we will collaborate in implementation and those in which we will train HR leaders to deliver the ultimate service. Examples of key tasks and roles are:
Experts After coordination of a launch is over, it is vital to have deep knowledge of
workplace flexibility embedded in the organization, in one or more key HR leaders – this is
the leading source of perpetual development of flexibility.
Advocates Culture change is an enduring project strengthened and deepened by the
ongoing persuasion and challenge of enthusiastic pioneers. Without them, change falters.
Trainers In any flexibility project, the training needs are vast and formal resources and
release times are limited. Versatile delivery requires HR leaders to take the lead in creating
diverse approaches and delivering essential messages.
Coaches No one is better situated than HR business leaders to support managers and
employees in the process of applying for and implementing effective flexibility. Fully
preparing for this role and committing to it over time is critical to extraordinary success.
Monitors Commitment and expertise are required to design and execute systems that
collect data, identify gains and suggest areas for improvement. The commitment of
knowledgeable people to this task enhances the value of these systems.
A great differentiator separating adequate from exemplary initiatives is a
focus on continuous development through data-driven redesign. The belief that an initiative
is “finished” after a year or two generally leads to very limited outcomes.