HR Strategy: From Transaction-Focused to Source of Added Value

Today’s environment requires new, agile and differentiated approaches to HR operations and the ability to work as a proactive, collaborative business partner. Yet most HR functions remain largely focused on processing transactions rather than enabling enterprise growth goals and increasing value.


While most HR organizations strive to provide the highest level of support to leaders by enabling business value creation and achieving a crucial role in the organization, only a few world-class HR functions have achieved this. Thirty-seven percent more world-class HR organizations have leaders involved in processes tying together business and people strategies, and over 20% more own one or more strategic initiatives within the strategic plan.

Accelerate your journey toward world-class performance

Based on our extensive research of world-class enterprises, we understand what it takes to establish and sustain HR operational excellence. We view HR as a strategic enabler of business performance management. And we apply that perspective as we work with HR functions at many of the world’s leading organizations to define and measure their contributions and raise their capabilities, performance and – ultimately – value.

What makes the difference?

Our strategic HR consulting services span the entire spectrum of HR transactional, talent management and planning processes, as well as functional management. We can address any of the strategic and operational dimensions that impact business performance, such as organizational design – including HR outsourcing decisions – business process improvement, technology enablement, information requirements, and skills and talents. We can provide the right combination of capabilities, resources, and approach to help you identify and adopt world-class capabilities and deliver maximum value from your HR function:

Our clients deliver value through the ability to:

  • Reduce costs and redirect savings to higher-value activities
  • Identify and mitigate talent risks
  • Drive workforce innovation
  • Collaborate in new and more effective ways with business leaders
  • Meet enterprise objectives for enhanced productivity and performance improvement