Business Management

Building credibility is critical if the function is to succeed in delivering the organisational ask.  Too often though we don’t operate the function with a business mindset.  InFocus HR can provide direct interim/consulting support providing tailored solutions to support your need

Advice and solutions can be provided in any one of the following areas depending on need:

Overall Business Management

  • HR/People Chief Operating Officer role and leading a wide range of HR/People Business Management functions and operational HR/People set up and delivery
  • Setting out the business case for why HR/People Directors should invest in appropriate resources to deliver timely insight to the organisation that doesn’t have to rely on delivered HR systems reports only
  • Delivery of HR Strategy/People planning and the management of HR/People programme/project offices and project pools to ensure the output of the plans are delivered on time and to budget
  • Attending Board and Senior level investment committees to secure additional annual and ad hoc funding to deliver HR/People plans
  • Representing the HR/People function at various senior level committees include Information Governance, Data Governance, Programme Boards, Cross Functional Delivery Boards
  • Reviewing and creating appropriate Delegated Authorities for HR/People functions

Risk & Audit

  • Risk management covering high-level risk assessment, risk frameworks, risk controls, role of HR in tier one and tier two risk management
  • Attending senior level risk committees to represent HR and working with organisational risk colleagues to support both the strategic aims and those of HR
  • Collaboration with Heads of Audit to ensure alignment between audit and HR, ensuring insight, audit action resolution and planning is shared between the two functions

Finance & Financial Planning

  • A robust financial controls process for HR/People that works alongside the organisational finance team but focuses on the specific needs of HR/People – budgeting, forecasting, finance management and business case delivery to secure additional HR/People function budgets/investment

Supplier Management

  • Supplier services management to ensure effective management of HR supplier costs, appropriate escalation routes, conducting service reviews and broader supplier contract controls 

Business Continuity

  • Business Continuity Plans that ensure HR continues to function in times of both natural and man-made crisis

Process Improvement

  • Lean process management and delivery of workshops that map as-is and to-be activities in order to deliver effective, efficient and risk controlled HR processes
  • Engaging line manager and employees by leveraging Lean process improvement, ‘voice of the customer’, user lead design and to support improved service delivery

     

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