HR Business Partner Development for a National Laboratory
ScottMadden helped HR with the challenge of adjusting the organizational and systematic infrastructure of a national laboratory to support a large volume of hiring activity.
At a Glance
Established HRBPs
- Created capacity for the field HR team to focus on strategic HR initiatives
Supported HR Training
- Introduced new career paths to support greater retention of internal talent
Improved Communication & Perceptions
- Improved customer perceptions of HR’s capabilities, competence, and readiness to manage the hiring volume
Challenge
A national laboratory was experiencing significant and sustained growth, and the human resources function was challenged to adjust the organizational and systematic infrastructure to support the volume of hiring activity. These conditions were leading to the field HR team spending most of their time dedicated to hiring actions resulting in limited time for other activities and almost no time for strategic HR work; additionally, the workload and burnout associated with the generalist role was causing HR to continually lose talent to other departments and competitors.
Process
- Created new roles for an HR Business Partner and a Talent Acquisition Specialist and defined roles and responsibilities to differentiate their work
- Implemented a new employee portal and case management system, as part of a larger HR transformation, to enable self-service solutions and significant transactional support from the HR operations team
- Developed meeting toolkits to support the field team’s education and training while setting them up to begin delivering more strategic messaging to customers
- Defined targets for strategic HR advisement and growth of the capability
Result
- Created capacity for the field HR team to focus on strategic HR initiatives by successfully establishing the Talent Acquisition Specialist role along with the new system for transactional support
- Introduced new career paths for the HR generalist role to support greater retention of internal talent
- Enhanced communications channels between HR and its customers, which in turn improved customer perceptions of HR’s capabilities, competence, and readiness to manage the hiring volume and broader transformation project
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