7. Org Design
Ulrich's Four HR Roles
What the function is actually being paid for
Use when
Auditing an HR function, designing HR roles, or explaining what HR is for
Strategic partner
Aligns people strategy with business strategy
Change agent
Builds the organization's capacity to change
Administrative expert
Efficient, reliable infrastructure and delivery
Employee champion
Represents and builds the employee contribution
Process focus → People focus →
“The four roles are in tension, and the tension is the job.”
How to use it
Two axes: strategic versus operational focus, and process versus people focus. The value is as a self-audit rather than a job design: score where the function's hours actually go, then compare that against where the business says it needs help. Most functions discover they are strong on administrative expert, aspire to strategic partner, and have quietly abandoned employee champion, which is what people mean when they say HR does not represent them any more. Watch-out: a function that is only an employee champion loses commercial credibility; one that is only a strategic partner loses the trust it needs to hear the truth.
Card details
- Model type
- Grid
- Origin status
- Established
- Content last reviewed
- 28 July 2026
Origin
EstablishedDave Ulrich, Human Resource Champions, 1997.