03/12/2025
🔴From “Supporter” to “Driver”: The Essential Strategic Identity Map for HR Professionals
⁉️Still think HR is just a "back-office role" focused on recruitment and payroll processing?
⭐️Dave Ulrich's HR Role Model has long pointed the way for HR to upgrade its value proposition—truly core HR professionals are never passive "supporters", but proactive business drivers.
✅Strategic Partner – Turn HR into a Business Navigator
Move beyond the passive model of "business teams make requests, HR executes". Proactively identify business pain points and deeply align talent planning, organizational structure with business objectives. When the business aims to expand into new markets, HR can build a tailored talent pipeline; when the priority is cost reduction and efficiency improvement, HR can design corresponding incentive and assessment systems, turning human capital into the core fuel for business growth.
✅Administrative Expert – Transform Basic Processes into Efficiency Engines
Foundational tasks like social security calculation, onboarding procedures, and file management are not "trivial chores"—they are the basic skills of HR. Top-tier administrative experts can optimize workflows and upgrade systems to minimize time spent on repetitive tasks, reducing communication costs for employees and freeing up the HR team to focus on high-priority strategic work, strengthening the human resource foundation of organizational operations.
✅Employee Advocate – Make Employee Engagement Tangibly Manageable
Employee engagement is not an empty slogan. HR should act as the bridge between employees and the organization. From onboarding support for new hires, to building career development pathways for existing staff, to ensuring respectful offboarding processes, manage the full employee lifecycle experience to translate "employee retention" into measurable engagement metrics, making the organization a place where talent is willing to put down roots.
✅Change Champion – Be the Catalyst for Organizational Evolution
When a company faces strategic transformation or structural adjustments, HR cannot be a bystander. Proactively anticipate employee mindset shifts triggered by change, design targeted communication and empowerment programs to resolve resistance and build consensus, ensuring smooth implementation of organizational changes and supporting the enterprise through every critical evolution.
