But HR managers who position themselves correctly and gain new skills can remain employed with their companies, says Deborah Kops, head of program planning and development for SharedXpertise, a global organization that assists companies with transforming their businesses through shared services and outsourcing.
Kops gives five tips on how HR managers can keep their jobs in the post HRO world:
Learn how to focus on results rather than processes. Most HR managers are used to managing all of their own processes down to every detail. But in a post-HRO environment, these employees need to change their approach so they focus on the outcomes rather than the processes. This means HR managers need to let go of their control over how the processes are conducted and just make sure that specific metrics are met.
Learn new skills. HR managers in a post-HRO environment need to know how to manage vendors. This means understanding how to govern the relationship, how to manage risk and how to oversee the change within the organization. Managers who can exemplify these skills will be key assets in the new organizations.
Align yourself with the business. HR managers can no longer go on their merry way just overseeing HR as a separate entity to the business. Instead they need to become HR experts with a focus on the ultimate business goals. Ultimately, they need to become advisors to the business.
Think commercial. Make sure you understand the cost and benefit of every process that comes out of your organization, whether it’s being run by the outsourcer or internally.
Be flexible. HR managers need to look at their careers in a new way. Outsourcing frees up talent to do new things in a business, so that might mean that there is a great opportunity for HR managers in new roles. Be ready for that kind of change.