Action: What Practical Steps Can You Take to Pilot a Tiered HR Operating Model in a University Setting?
- Where is duplication or inconsistency in HR service delivery most visible today across your campus, and which process could be centralized first with lowest risk?
- What tiered service levels (transactional, advisory, escalated risk/compliance) could you define to clarify roles and reduce rework between central HR and units?
- How can you use vacancies, retirements, or upcoming reorganizations as natural entry points to test a new delivery model
- What early indicators (cost avoidance, reduced duplication, service turnaround time, unit satisfaction) will you track to build confidence and momentum for scale?