Stephanie Werner-Dietz

⚠️ Your HRBP model might be draining your budget. Designed to transform HR into a strategic powerhouse, the HR Business Partner model can backfire if not executed well. ❌ Rising costs ❌ Slower execution ❌ Frustrated leaders who stop seeing HR as a true partner This guide covers: ✅ Why the HRBP model often fails in practice ✅ 7 common pitfalls to watch out for ✅ 5 steps for success If you want HR to be seen as a true business partner (and not just back-office support), this is a must-read. → https://aihr.ac/3JKwPjX 💬 Do you think the HRBP model is still relevant in 2025, or has it run its course?

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AI is changing the nature of work. That means the L&D function will gain even more strategic importance in the years ahead. What’s driving the urgency: ⤷ Meeting future challenges for organizations with new business models, products, and services. ⤷ An accelerated need for reskilling and upskilling. ⤷ Preparing teams to co-create with AI. Here's how you can establish effective learning and development practices to support your organization's evolving priorities: CORE PRACTICES: 1. Defining learning requirements to clarify purpose and desired outcomes. https://lnkd.in/gqkfSY8D 2. Identifying the approach for developing and delivering learning content. https://lnkd.in/gW2qRNGC 3. Using internal resources to create learning programs that impact employee knowledge, skills, and ability acquisition. https://lnkd.in/gPqdYrwp 4. Leveraging external partners to meet learning needs. https://lnkd.in/g_5UK5Mm 5. Delivering formal live or eLearning programs to enhance learner understanding and retention. https://lnkd.in/g-h7z8P6 6. Developing a learning measurement process to monitor progress, results, and communicate value. https://lnkd.in/gWiwxkkQ ADVANCED PRACTICES 7. Establishing effective governance and business alignment with learning councils. https://lnkd.in/grVXTubn 8. Deploying technology to enhance learning delivery and management efficacies. https://lnkd.in/gKytcfR4 9. Creating informal learning and experiential development opportunities for cost-effective delivery. https://lnkd.in/gtFBN5tQ 10. Building a team to develop, manage, and maintain multiple content and delivery vehicles. https://lnkd.in/gTTyizXZ 11. Creating a learning culture that supports career-long education and development. https://lnkd.in/gbqtwbEt EMERGING PRACTICES 12. Conducting performance consulting-based learning needs assessments for specialized solutions. https://lnkd.in/gGtFVCsh 13. Tailoring learning offerings to critical workforce segments for increased impact on the highest value roles. https://lnkd.in/gar-bZVE 14. Deploying emerging technologies to boost learning content and delivery for richer and more robust skills acquisition. https://lnkd.in/gpx4TCJx 15. Leveraging design thinking and rapid prototyping for fast, more employee-centered, and responsive learning and development. https://lnkd.in/gixVvFUx All tools and step-by-step guidance are available on our platform to build from zero or scale the L&D function. 👉🏽 Explore more at Wowledge.com ~~~ Click Carlos Larracilla and follow me [+🔔] for daily resources from Wowledge. ⤷ We’re ending the cycle of reinventing the wheel in HR by providing a shortcut to amplifying HR impact with: ✔ A scalable system of best practices ✔ An intelligent HR roadmapping tool ✔ A seasoned community of experts

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AI is transforming HR at unprecedented speed, automating processes from hiring to performance management. The real challenge for leaders is not whether to adopt these tools, but how to balance efficiency with trust, ethics and long-term value for people and organizations.

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The theory behind Systemic HR is powerful, but real implementation taught me lessons no framework could.. HR is no longer just about payroll and compliance. It is about driving business impact. Josh Bersin’s research shows that HR teams evolve through four maturity levels, and understanding these stages changes how leaders design their people strategy.  📌 Level 1: Transactional HR Early projects are mostly admin: payroll, compliance, reviews. Necessary, but not a growth driver. 📌 Level 2: Efficient HR Global HR systems brought shared services and standardised processes. HR became cost-efficient, but still seen as “support.” Gartner reports 65% of HR leaders face this perception. 📌 Level 3: Solution HR Here, HR ties programs directly to business outcomes with measurable impact. HR earns its place as a trusted strategic partner. I designed an onboarding program that reduced early attrition by 20%, showing how HR can drive real business results. 📌 Level 4: Systemic HR HR becomes an internal consulting partner. HR operates holistically, solving business challenges across functions, not in silos. This is where HR shifts from fixing problems to shaping the entire organization’s growth and future. The takeaway is simple. Each level adds value, but the leap from Level 2 efficiency to Level 3 and 4 transformation is where HR becomes a true driver of business growth. Where do you think most HR teams sit today, focused on efficiency or moving toward systemic problem-solving?

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A single leadership hire can reshape your organisation or set it back. Executive search carries high stakes. Yet because these searches happen so infrequently, many boards and HR leaders rely on outdated approaches that expose them to unnecessary risk. In this latest insights piece, “Navigating Risk Management in Executive Search,” by Dan Perez, SRI Executive’s Director of Search for North America, shares how to proactively identify and mitigate the biggest risks in executive hiring. Drawing on SRI Executive's 25+ years of experience leading executive searches across the global development and humanitarian sectors, this piece outlines best practices to help ensure your next leadership transition strengthens and does not stall your organisation. 📖 Read the full article here: https://lnkd.in/guWP_YCZ #ExecutiveSearch #LeadershipHiring #RiskManagement #BoardLeadership #TalentStrategy #SRIExecutive #INGOs #NonprofitLeadership #HRLeadership #GlobalDevelopment #SRI

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2025 has already proven to be a defining year for Chief People Officers. As organisations continue to adapt to uncertainty and transformation, the expectations placed on CPOs have expanded dramatically. They are no longer solely responsible for HR or talent, they are strategic leaders whose influence extends across every aspect of business performance. What is becoming clear is that the role of the CPO is not to manage change from the sidelines but to drive it from the centre. The most successful organisations in the years ahead will be those where people strategy and business strategy are inseparable. Adam Purchase has captured these themes and more in his latest article: What 2025 has looked like so far - through the eyes of a Chief People Officer. You can read the full article here:https://lnkd.in/eBFyrctV #CPOs #HRTransitions

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🚀 Just launched: The 2025 Workforce Pulse report 🚀 This is the largest survey of HR leaders in Europe, packed with fresh data, expert commentary, and practical frameworks. Here’s what you’ll find inside: - Why just 7% of HR leaders are "advanced decision makers" (and what sets them apart) - The true cost of preventable people problems (over £235k per org per year) - How skills-based hiring and AI-powered planning are moving from buzzwords to must-haves - How demographic change is affecting talent pipelines (and what agile HR leaders are doing about it) As Lenke Taylor, Personio’s Chief People Officer, puts it: “Scaling businesses have a unique advantage: agility. This year’s Workforce Pulse data underscores just how important that capability will be in the months and years ahead.” What will you do differently this year? 👉 Read the 2025 Workforce Pulse report here: https://lnkd.in/eKuhinq5 #HR #FutureOfWork #WorkforcePulse #Personio #PeopleStrategy #AIinHR

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