How can you unite and align the different parts of HR?

I know from discussions with HR leaders that it can be tough to unite and align the different parts of HR.

But if you don’t – you’re wasting resources and creating conflict.

As organisations become more flexible, responsive and customer-driven, so must HR. We have to fight against the tendency for HR to become a separate silo – and even silos within HR. Uniting all our HR talent into one strong team that’s focused on delivering value is rewarding for everyone.

While many have presented different operating models, it’s clear that Dave Ulrich’s 3-legged model of Expertise, Business Partnering and Operations still makes sense. It hasn’t always been successfully implemented, and sometimes goes off course. Many of the HR leaders I talk to now want to fix this.

However, it can seem like a mountain to climb. I want to find out why that is – check out my LinkedIn post to see the comments.

What makes it so hard to shake up the function and get everyone pointed in the same direction, aligned with business priorities?