“Three-Legged Stool” model of HR

The “Three-Legged Stool” model of HR, a widely used framework for structuring Human Resources functions in large or modern organizations. It’s designed to make HR more strategic, efficient, and aligned with business needs.

Here’s what each “leg” represents:

1. HR Business Partners (HRBPs)

• Role: They work directly with business leaders and line managers.

• Purpose: To align HR strategy with business goals — helping managers with talent planning, performance, and organizational development.

• Focus: Strategic and consultative.

• Example: An HRBP might help a division head design a talent strategy to support expansion into new markets.

  
  

2. Centers of Expertise (CoEs)

• Role: These are specialized HR teams with deep expertise in areas like compensation & benefits, learning & development, talent acquisition, or diversity & inclusion.

• Purpose: To design and manage HR programs and policies.

• Focus: Expertise and innovation.

• Example: A CoE might develop a new leadership development program or design a competitive salary framework.

  
  

3. Shared Service Centers (SSCs)

• Role: These handle the operational and administrative side of HR.

• Purpose: To deliver HR services efficiently — often through digital platforms or centralized support.

• Focus: Efficiency, consistency, and scalability.

• Example: An SSC manages payroll, benefits administration, employee data, and HR helpdesk services.

  
  

The “Three-Legged Stool” Metaphor

Just like a stool needs all three legs to stay balanced, an effective HR organization needs:

• Strategic support (HRBPs)

• Specialist design (CoEs)

• Efficient delivery (SSCs)

If one leg is weak, the HR function becomes unstable — too bureaucratic, too disconnected from business, or too focused on transactions.

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Refleksi tentang Model “Three-Legged Stool” dalam HR Modern 

Salah satu model yang paling relevan dalam transformasi HR saat ini adalah “Three-Legged Stool Model.”

Saya pribadi melihat model ini sebagai fondasi penting untuk menciptakan fungsi HR yang seimbang antara strategi, keahlian, dan efisiensi operasional.

Seperti bangku berkaki tiga, HR hanya bisa berdiri kokoh bila ketiga elemen ini bekerja selaras:

1️⃣ HR Business Partners (HRBPs) – mitra strategis bagi pimpinan bisnis yang memahami dinamika organisasi dan membantu memastikan setiap keputusan SDM mendukung tujuan bisnis.

2️⃣ Centers of Expertise (CoEs) – tim ahli yang merancang kebijakan, program, dan inisiatif berbasis data serta praktik terbaik global.

3️⃣ Shared Service Centers (SSCs) – tulang punggung operasional HR yang memastikan layanan berjalan efisien, konsisten, dan responsif terhadap kebutuhan karyawan.

Dari pengalaman saya, tantangan terbesar bukan hanya membangun ketiga pilar ini, tetapi mengintegrasikannya agar HR benar-benar menjadi mitra strategis bisnis. Ketika HR berhasil menyeimbangkan ketiganya, organisasi akan merasakan dampaknya: keputusan lebih cepat, talenta lebih terkelola, dan budaya kerja yang lebih kuat.

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