HR Transformation – HR Operating Models for the Age of AI
HRMnext supports HR leaders in designing and implementing a future ready HR Operating Model. Clear roles, processes and governance, combined with a pragmatic view on where human work, artificial intelligence and automation create real value.
Who this is for
The HRMnext HR Transformation offering is designed for organisations that want to move beyond isolated projects and create a coherent HR architecture for the next five to ten years.
- Chief HR Officers and Group HR Directors
- Heads of HR in business units or regions
- HR leadership teams responsible for global or multi country HR
- Organisations that want to integrate AI and automation into HR work without losing the human core
What we work on together
Each collaboration is tailored, but the core deliverables are consistent. Together we design a practical, lived HR Operating Model that your team can actually use.
1. HR Operating Model Blueprint
A clear picture of how HR creates value in your organisation. This includes roles, responsibilities, decision rights, core processes and the target mix of human work and automation.
2. HR Domain Playbooks
For selected HR domains, we define concrete playbooks that show how work is delivered, which operating modes are used and where different forms of intelligence add value.
3. Governance and Capability
Clarification of governance, simple steering mechanisms and the capabilities HR needs in order to run the new model reliably over time.
How a typical engagement works
- Short diagnostic and scoping. We map your current HR landscape, key pain points and strategic priorities. This leads to a clear scope and focus.
- Design of the HR Operating Model blueprint. We use the HRMnext framework to create a target picture for roles, processes, operating modes and decision flows.
- Deep dives into selected HR domains. For the domains that matter most now, we build practical playbooks that your HR team can start using immediately.
- Implementation support. Depending on your needs this can include workshops with the HR leadership team, communication support and coaching of key HR roles.
The framework behind the HR Operating Model
The HRMnext HR Operating Model is built on three simple questions: What types of intelligence are at work, which operating modes do you use, and in which HR domains is value created. The elements below are not abstract theory. They are used to structure concrete decisions in your organisation.
Cognitive Functions – Types of Intelligence
Cognitive functions describe what different forms of intelligence do, whether human, artificial, or hybrid.
Perceptive
Detects patterns, signals, situations and anomalies in data and in the real world.
Predictive
Forecasts likely outcomes, scenarios and risks based on historical and real-time information.
Agentic
Takes action, executes rules and makes if–then decisions within defined boundaries.
Generative
Creates new content, options and solutions – from job texts to learning content and process ideas.
Reflective
Learns from outcomes and feedback, adjusts patterns and improves decisions over time.
Operating Modes – How HR Work Is Delivered
Operating modes describe the different ways HR activities can be carried out: by humans, AI, or a combination of both.
Human led
Decisions and execution are driven by people. Technology may support, but humans remain the primary actors.
Human augmented
AI supports humans with insights, options and automation, while key decisions stay with people.
Algorithmic autonomous
Structured, rule-based processes run automatically with clear controls, guardrails and oversight.
Emergent
Human and AI interaction creates new, unplanned capabilities, patterns and ways of working.
HR Domains – How HR Drives Value
The ten HR domains and their sub processes structure how HR drives value for the organisation. Playbooks show how different operating modes and forms of intelligence can be orchestrated to create tangible value for each HR domain.
1. Talent Attraction & Acquisition
Logic Type: Process logic
Goal: Right people at the right time.
Start: Employer branding and defined programs
End: Handover to onboarding
Subprocesses
- Employer branding & talent pools
- Define demand & channels
- Sourcing & search
- Selection & decision
- Offer & handover
2. Performance Management
Logic Type: Performance logic
Goal: Create clarity on expectations, performance and contribution and enable fair, evidence-based decisions on development, rewards and progression.
Start: Strategic and operational goal setting
End: Performance outcomes reviewed and translated into consequences and learning
Subprocesses
- Goals & expectations
- Ongoing feedback & check-ins
- Performance reviews & calibration
- Performance consequences (reward, development, corrective action)
- Performance data, insights & improvement loops
3. Talent Development & Succession
Logic Type: Pipeline logic
Goal: Build strong leadership and critical talent pipelines that secure future capabilities and reduce dependence on external hiring.
Start: Identification of critical roles and talent
End: Ready successors and development moves executed
Subprocesses
- Critical roles & talent identification
- Succession planning & pipeline design
- Leadership & talent development journeys
- Talent reviews, career moves & stretch assignments
- Pipeline monitoring & impact review
4. Learning & Capability
Logic Type: Development logic
Goal: Retain and multiply critical knowledge and capabilities.
Start: Identification of critical skills
End: Application and knowledge transfer
Subprocesses
- Identify skill gaps
- Learning design & programs
- Learning delivery & platforms
- Capability measurement
- Knowledge management
5. Retention
Logic Type: Stabilisation logic
Goal: Ensure the retention of critical talent and capabilities to stabilise value creation and reduce replacement and opportunity costs.
Start: Identification of key talent
End: Retention measures implemented
Subprocesses
- Engagement diagnostics
- Key talent identification
- Recognition & reward alignment
- Development & career pathing
- Exit & retention analytics
6. Rewards & Mobility
Logic Type: Compensation logic
Goal: Ensure competitive, fair and performance based rewards and benefits.
Start: Compensation framework design
End: Execution and review
Subprocesses
- Compensation framework
- Variable pay & incentives
- Benefits & well being
- Global mobility & assignments
- Pay equity & transparency
7. People Operations & Services
Logic Type: Service logic
Goal: Efficient and reliable service delivery across the employee lifecycle.
Start: Employee onboarding
End: Offboarding and archiving
Subprocesses
- Employee lifecycle administration
- HR systems & data management
- Payroll & time management
- Shared service delivery
- Employee support & case management
8. Trust, Governance & People Risk
Logic Type: Governance logic
Goal: Build trust through compliance, ethical behaviour and risk control.
Start: Policy and framework definition
End: Monitoring and reporting
Subprocesses
- Policy framework & compliance
- Ethics & conduct management
- Workforce risk assessment
- Data privacy & security
- Audit & governance reviews
- Employee relations & co-determination
9. Strategy & Change
Logic Type: Steering logic
Goal: Align workforce and organisational capabilities with strategic business objectives.
Start: Workforce planning and strategic alignment
End: Change fully implemented
Subprocesses
- Workforce planning & analytics
- HR strategy alignment
- Transformation projects
- M&A and integration
- Organisational agility
10. Culture & Sustainability
Logic Type: Cultural logic
Goal: Shape culture, inclusion, and sustainable impact.
Start: Values and leadership behaviours
End: Sustained organisational culture
Subprocesses
- Values & leadership behaviours
- Inclusion & belonging
- Internal communications
- Employee voice & dialogue
- ESG & social impact
Next step
If you want to move from isolated projects to a coherent HR Operating Model, a first conversation is usually the most effective starting point. We can explore your situation and see whether HRMnext is the right partner for you.
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