Using process maps and measures, this framework will reflect where the greatest value is created. Value is determined using both quantitative and qualitative metrics which reflect the University’s mission, vision and values. Clarification of distributed HR functions (decentralized) and pursuant processes, roles and structures need to be developed and approved.

• Use a “best practices” approach: review external HR organization designs to inform an HR organization design discussion within University, collaborate with key stakeholders develop a desired state for HR Organization design.
• Assess the current state and identify the gap between current state and desired state. Develop a transition plan for review and endorsement by key stakeholders (and budget review where required).
• Develop service standards for HR functions performed by central HR that are provided to faculties/departments and affiliates.
• Assess existing HR Business Partner models, make improvements where necessary and/or expand with additional or different responsibilities or clients.