Transforming HR Through a Trusted Partnership
If you've ever faced a daunting human resources (HR) challenge—buried in paperwork, struggling with low morale and pressured to modernize—you aren’t alone. Challenged to create change but bogged down at every turn—in those moments, what you need is a trusted partner.
Wait. Where can you find a trusted partner and why exactly do you need one? Ask Jenn Clarke, the fictional HR manager from our book Center the Pendulum: HR Tales of Transformation for Better Business Outcomes. Jenn’s journey at Wilthorne Manufacturing mirrors the experiences of countless HR professionals. Dedicated and driven, she faced overwhelming obstacles: manual systems bogging down processes, employee retention issues and unrelenting pressure to balance modernization with cost-saving measures.
Like so many overwhelmed HR leaders, Jenn was left asking herself, “How can I possibly turn this around?” And without spoiling too much of the book, the simple answer was she didn’t have to. She had someone to help guide her toward taking the next-best steps for her organization.
A longtime go-to from Jenn’s contact list: Joey was not only her trusted HR service provider but also an ally, a sounding board and a co-strategist. After only a few meetings, they were able to work together to identify the resources and roadmap Jenn needed to transform her HR operations and steer her company toward success. She knew what she needed to do, but having a partner she could trust to guide her to the software and services she needed was invaluable. Jenn was able to weather the tornado of tactical chaos—reimagining HR and making her vision a reality.
A Partnership to Support a New, Strategic Approach
When Jenn stepped into Wilthorne Manufacturing, the challenges were complex and intertwined. Instead of diving into quick fixes, Jenn and Joey focused on crafting a strategic plan, aligned with both HR and broader business goals.
Together, they outlined a vision for Wilthorne’s HR transformation that not only addressed immediate issues but also set the company on a path toward sustainable growth—helping an HR team of one act like a team of ten.
Here’s a brief look at the approach and why it worked:
Long-Term Thinking: Joey asked Jenn, “Where do you want Wilthorne to be in the next year? In five years?” Their plan was ultimately not just about immediate fixes but sustainable success.
Building the Return on Investment (ROI) Case: Jenn and Joey were able to quantify the financial benefits of centralizing data, automating payroll and improving employee engagement, presenting HR as a driver of business success.
Incremental Change: Recognizing that wholesale change is overwhelming, Jenn and Joey prioritized the most critical issues first, focusing on high-impact areas like payroll automation and data centralization.
Jenn’s vision wasn’t just about fixing outdated systems; it was about focusing on Wilthorne’s most valuable asset—its people. Candidate experience and employee engagement and development became central to the HR strategy, fostering a workplace where employees felt valued, engaged and motivated.
Together, Jenn and Joey also thought beyond systems, designing employee engagement and development programs that addressed the specific needs of her workforce. The right HR systems can help continuously monitor and refine these programs, delivering lasting value to both employees and the organization. That also includes establishing regular review processes for HR initiatives, using key metrics to guide refinements. This proactive approach will help to sustain success and ensure the HR function evolves with the business.
The key takeaways? Start with a clear assessment of where your HR function stands today. Define your goals, prioritize high-impact initiatives and build a compelling ROI case to gain leadership support. A strategic, step-by-step approach will set the stage for successful transformation.