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Our Timeis NOW

HR Competencies and HR Career Paths at HCA

October 2, 2014

Janet Gilmore, Vice President, HR Operations Strategy & Support

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Reskilling HR is a Hot topic

• Bersin’s recent “High-Impact HR” study names Reskilling HR as a top three talent management concern of all businesses

• HR jobs at HCA are changing or are new• The WIIFM aspect of our HR

transformation

October 2, 2014

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Today’s Discussion

• HR Roles at HCA• HR Competencies• HR Career Paths at HCA• Professional Development for Myself and

My Team

October 2, 2014

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October 2, 2014

HR Roles at HCA

The New Model for HR at HCA

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HCA Human Resources - Future

October 2, 2014

Customers HR Service Interface with Customers

HR Program / Policy Design

Business Leaders

Employees

HR Vendors

HR Business Partners(Field HR Teams)

• HR teams operate in a geography, sharing responsibility for all LOBs in that geography

• Provide consulting and advisement to assigned business leaders

• Interface with COEs

HR Shared Operations

• HR Service Center• 24x7 HR support• HRIS and reporting• Continuous Process

Improvement• Self-service HR Portal and

other technology

HR Centers of Excellence

Managed centrally, but with wide distribution in Divisions• Talent Management (includes

Leadership & Organizational Development, Recruitment)

• Total Rewards (includes Compensation, Benefits, and Retirement)

• HR Operations Strategy & Support (includes HR PMO and HR Operations)

• Employee Relations• Labor Relations• HR Finance & Analytics

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HR Shared Operations

HR Shared Operations Roles

hrAnswers Center• Workforce Administration• Customer Service• Recruiting Administration

HRIS

HR Reporting

HR Continuous Process Improvement

October 2, 2014

HR Shared Operations

• HR Service Center• 24x7 HR support• HRIS and reporting• Continuous Process Improvement• Self-service HR Portal and other

technology

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HR Centers of Excellence

COE Roles

Deep experts focusing on program development and defining strategy, policy, and standards, for example: • ER• HR OS&S Strategy & Planning

function• L&OD Program Directors• Benefits

Expert practitioners, for example: • Labor Relations• Recruiters and Sourcers• L&OD trainers• HR Finance & Analytics

Advisors / Consultants, for example:• Compensation• Labor Relations

October 2, 2014

HR Centers of Excellence

Managed centrally, but with wide distribution in Divisions• Talent Management (includes Leadership &

Organizational Development, Recruitment)• Total Rewards (includes Compensation,

Benefits, and Retirement)• HR Operations Strategy & Support (includes

HR PMO and HR Operations)• Employee Relations• Labor Relations• HR Finance & Analytics

Trick question!

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Field HR

Field HR Roles

Executive and senior HR business partners

HR business partners

HR coordinators

HR project coordinators

October 2, 2014

HR Business Partners(Field HR Teams)

• HR teams operate in a geography, sharing responsibility for all LOBs in that geography

• Provide consulting and advisement to assigned business leaders

• Interface with COEs

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Promotability

Field HR Roles

Executive and senior HR business partners

HR business partners

HR coordinators

HR project coordinators

October 2, 2014

COE Roles

Deep experts focusing on program development and defining strategy, policy, and standards

Expert practitioners

Advisors / Consultants

HR Shared Operations Roles

hrAnswers Center• Workforce Administration• Customer Service• Recruiting Administration

HRIS

HR Reporting

HR Continuous Process Improvement

Trick question!

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Entry and Exit Paths

• HR is not the only way in or the only way out• HR skills are not the only valued skills

October 2, 2014

NON-

HR

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A Maturing HR Model

• Still room for further definition• No standard career-pathing in HR – yet• Most important now: role clarity, process

understanding, right fit

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The HR Leader’s Responsibility

• Lead, manage, coach your team members on their paths

• Serious, official, and important aspect of your role

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October 2, 2014

HR Competencies

Using the Ullrich Model at HCA

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Ulrich Competency Model

Dave Ulrich• Professor, Ross

School of Business (University of Michigan)

• Partner with RBL group

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HR Competencies

October 2, 2014

Strategic Positioner• Interpreting global business context• Decoding customer expectations• Co-crafting a strategic agenda

Credible Activist• Earning trust through results• Influencing and relating to others• Improving through self-awareness• Shaping the HR profession

Capability Builder• Capitalizing organizational capability• Aligning strategy, culture, practices,

and behavior• Creating a meaningful work

environment

Change Champion• Initiating change• Sustaining change

Human Resource Innovator & Integrator• Optimizing human capital through

workforce planning and analytics• Developing talent• Shaping organization and

communication practices• Driving performance• Building leadership brand

Technology Proponent• Improving utility of HR operations• Connecting people through technology• Leveraging social media tools

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HR Skills and Experience

• Additional to HR competencies• Required vs. preferred• Specific to the role and level• Job fit is art and science

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True in Every Case

• Relationships• Humble, authentic, mission-motivated,

yet assertive• Prepared for opportunity

October 2, 2014

“Luck is what happens when preparation meets opportunity.”

- Seneca (first century Roman philosopher) Or- Oprah Winfrey

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October 2, 2014

HR Career Paths at HCA

Examples and Lessons Learned

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Career Philosophy

• Don’t underestimate the value of zig-zagging• Perform your current role with excellence• Make yourself known to the organization• Take personal responsibility for your path and

your development• Never regret a developmental move

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Real Life Examples

• Origins: Technical Writer, Computer Programmer, Math Major, Pharmaceutical Sales

• Path: HCA “Lifer” with many careers, HR “Lifer,” Varied company or industry experience

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October 2, 2014

Professional Development for Myself and My Team

Meeting Opportunity with Preparation

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Atlas and HR Connect

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External Sources

• Corporate Executive Board (CEB)• HCA has a membership; any HR employee can join

at no cost. Find development resources at:  https://clc.executiveboard.com/Members/DecisionSupportCenters/Abstract.aspx?cid=101207161 

• Harvard ManageMentor®

• Many courses available online at no cost. Go to HealthStream, click on Catalog, enter “Harvard” in the search field and click enter.

• Bersin by Deloitte• Atlas keyword “LOD”

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More Sources

• David Ulrich has authored more than 200 books

• Career development “pathway” templates are everywhere– http://www.quintcareers.com/career_plan.html– http://www.career-change-confidence.com/career-de

velopment-plan.html

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Prioritize your Intention

• Read• Ask for feedback. Then set a plan to improve• Finish that degree?• Cultivate relationships with colleagues who

have varied backgrounds – maybe even unknown to you

• As a leader, calendar the time to do it right, and be a good model

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October 2, 2014

Questions