How does your HR infrastructure hold up against your business goals?
Answer for how things really are, not how you wish they were. That is the only way this is worth anything.
The People Score is a mirror, not a diagnosis. The HR Infrastructure Assessment reads your function in depth, against where the business is going. This tells you whether, and where, our expertise may be most useful.
In your own words, what is actually on your mind?
Optional, and the most useful part if you complete it. Skip either one.
{{ res.scoreLabel }}
{{ res.headline }}
{{ res.gapText }}
Proportion reads how much HR the business needs and uses. The five floors under it carry each other, ground up.
This is a mirror, not a plan.
See what the work actually looks like →There is no point specifying the top floor while the ground is still moving. Which best practices are worth adopting depends entirely on where you are in this structure, and that is a conversation, not a checklist.
{{ res.focusNote }}
You named these people as the ones who would know. They are exactly who a real read would talk to.
There were a number of these you could not answer from where you sit, which is normal and is itself worth knowing. The read below is still directionally useful. It would get sharper with whoever holds the detail. Feel free to send them this: “I ran a short read on our HR infrastructure and could not answer some of it. Would you take ten minutes and fill the gaps?”
{{ note.text }}
You do not need us to notice these. If any of them happen over the next few months, that is where your structure is thinnest, showing up in real life.
A score can show you where it hurts. Working out what to do about it is a conversation.
Spend 30 minutes with us. We have built and run these functions inside operating companies through acquisitions, restructuring and scale, so you will not have to explain what it is like. We will walk your read with you, say what we would look at first and why, and tell you plainly where you do not need help.
Got it. Your one-pager is on its way.
Sarah sends it personally, usually within a business day.
Follow HRCP on LinkedIn →Want the one-pager emailed to you?
The same shareable one-pager, sent as a file you can forward to a partner, a board, or whoever owns the budget. You can also just print it above without giving us anything.
That email does not look right. Check it and try again.
That did not go through. Nothing was sent. Use "Save or print this read" above to keep your one-pager, or try again in a moment.
By sending, I agree to receive my one-pager and follow-up from HR Collaborative Partners. Privacy policy