There needs to be effective change management of the transition to the new model with effective communications, not only of
the Centre’s role, but also the hand off process with the business so there is clarity about roles and responsibilities. This
communication isn’t a once off but needs to be continuous. It is inevitable that there will be resistance as HRBPs feel they are
losing a key element of their role or CofE people feel they are losing their relationship with the line.
•These roles and responsibilities need to be reinforced with clear governance, accountability and reporting processes supported
by clear SLAs and measures of success that need to be constantly monitored using hard metrics but also satisfaction surveys.
•The key is creating a culture of openness, mutual respect and collaboration built on the personal relationships between the
generalists and specialists