The HR function is critical to an organization's strategic growth and the general perception is that it becomes challenging for managers to transit the recruitment activity to a third party partner.
Smart organisations are outsourcing 'transaction intensive' HR activities such as benefits, payroll, and moving the HR functional teams to higher levels in the business ecosystem to play a strategic role in corporate decision making.
A dedicated partner as an extension of internal TA
HR in the modern context is a two-pronged operation – an administrative function including activities related to payroll, compensation, benefits, and candidate management; and a strategic function involving people development, talent management, business strategy and financial performance assessment, and social profiling.
By aligning talent strategy to the overall business strategy, CHROs play a crucial role in building the organization's vision and strategy with their functional HR teams driving process efficiency, innovation, and cost optimization.
When dealing with a dedicated partner, HR teams play a similar pivotal role in resource requirement prioritization after discussions and coordination with line managers and multiple business units. A well thought through change management process that addresses the fears and concerns of the recruitment team and further involves key stakeholders such as line managers and other HR functional executives throughout the process results in smooth and successful implementation of RPO, in effect making it the organization's extended HR functionality.