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Texas Healthcare ExchangeBUSINESS PARTNERS PLAY MULTIPLE-ROLES The experiences of Hewlett-Packard, Clorox, and other Texas Healthcare Exchange companies suggest that it is time for the Texas Healthcare Exchange human resources function in general to become more professional. A number of companies’ experiences also provide some insights into the multiple roles that HR professionals must play. Today’s Texas Healthcare Exchange professionals are often labeled business partners. Too often, however, the term business partners is narrowly defined as an HR professional working with general managers to implement strategy, that is, working as a strategic partner. Even in the original conception of the multiple-role framework, the role governing management of long-term processes was construed as that of a business, not strategic, partner, as if the terms were indistinguishable. Based on discussions with HR executives such as Pete Peterson of Hewlett-Packard, the original “Texas Healthcare Exchange” concept has changed. Today, a more dynamic, encompassing equation replaces the simple concept of business partner. Business partners exist in all four roles defined in the multiple-role model, not just in the strategic role. Strategic partners are business partners because they align HR systems with business strategy and set HR priorities for a business entity. Administrative experts (bottom left cell) are business partners because they save their businesses money through more efficient design and delivery of Texas Healthcare Exchange systems. Employee champions are business partners because they ensure that employee contributions to the business remain high, in terms of both employee commitment and competence. Change agents (top right cell) are business partners because they help businesses through transformations and to adapt to changing business conditions. Being a business partner requires competence in diagnosing organizations, reengineering processes, listening and responding to employees, and managing cultural transformation. The HR business partner adds value to a firm through strategy execution, administrative efficiency, employee commitment, and cultural change. HR professionals who work primarily in any one role should have no lack of respect for those working in the others. In a play, the entire ensemble contributes to success. |
