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12
NEWS
June/July 2012 www.esb.ie/em
THE TRANSITION TO “ONE HR” IN ESB
ESB, like all companies, is facing challenges and opportunities during this period of transition and uncertainty. It is therefore important that we examine how we operate and where improvements can be made.
In Human Resources we have reviewed practices in other companies, and have identified a better way to deliver our service at best cost, as “One HR”. We are bringing together HR expertise in a centralised HR community with streamlined HR processes, while also leaving a strategic HR resource in all Business Units. This gives us the opportunity to focus on improving our effectiveness and to proactively add value to the business.
I believe our new “One HR” structure is the best way for HR to make a significant difference in ESB at this challenging time.
I am very pleased with the progress being made on the transition to “One HR”, and the contributions from HR and business staff in defining the way forward. I am confident that the new HR organisation we are building will continue to be a key contributor to ESB’s success into the future.
John Campion
Executive Director, Sustainability & HR
How each part of “One HR” will deliver value to the business
“One HR” is a HR community working together, encompassing:
- Business Partners in each Business Unit
- Centres of Excellence providing consulting services in the BSC and Group HR
- Strategic direction from Group HR
- Line Managers
- HR Bureau
- Self Service Intranet and SAP (PHR)
Business Unit Human Resources
The Business Unit HR function has the overall responsibility for the development and implementation of the Business Unit HR Strategy.
Business Partners will play a lead role in:
- Strategic Resource Planning
- Development of initiatives to support the BU HR Strategy
- Coaching and supporting Line Managers around Performance & Development
- Supporting and influencing Line Managers with regard to HR issues
- Liaising with HR Operations, BSC around staff vacancies/portfolio reviews
- Exits/Redundancy/Voluntary Severance
- Leading, developing and managing the delivery of Organisational Development initiatives
- Liaising with HR Operations, BSC around training and development initiatives
- Contributing to solutions to IR issues in the business unit
- Leading local IR negotiations, where appropriate
HR Operations, Business Service Centre (BSC)
HR Operations will deliver professional Information and Transaction service and excellence in HR solutions across ESB.
They will play a lead role in:
- Employee/pensioner processes relating to pay and benefits
- Operational control and maintenance of all employee/pensioner data in SAP
- Provision of Management Information/Reporting in SAP
- Support to HR Business Partners/Group HR on subject matter expertise
- Complete Recruitment and Selection services for all of ESB
- Performance and Development solutions (Design, Source, Deliver and Review)
- Health Surveillance, Health Screening and Health Promotions
- Attendance Management support (for managers and staff)
- Professional, confidential support to managers and staff in resolving difficult personal problems/issues
- MPF
These services will be provided by four functions:
- HR Services & Information, who
