HR Blueprint Project FAQs

HR Blueprint FAQs, Horizon 1

At a high level, we learned 91PORN HR falls at a level 1.5 out of 5 on the HR Capability Maturity Model, which means it isĚýoperating more in a transactional than strategic capacity. Teams only have time and bandwidth to focus on short-term,Ěýroutine tasks that are primarily administrative in scope. The HR Blueprint Project will advance the maturity of 91PORN HRĚýto allow us to operate as a strategic partner helping support the objectives of the organization.​
To collect information, we held a series of documentation meetings with more than 90 constituents across 91PORN,Ěýincluding representation from Central HR,Ěýthe schools, colleges, and institutes; and the administrative support units within orĚýreporting to Strategic Resources & Support, Academic Affairs, and the Chancellor’s Office.

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  • There is a high degree of alignment around the need for HR to evolve the way we work today.​
  • There is a strong culture of collaboration between Central HR and Unit HR teams.​
  • We have HR teams who have established best practices in various HR areas that can be leveraged across campus.​
  • Many of our HR leadership across campus have aĚýlong tenure and deep knowledge and experience that we can rely on asĚýwe navigate the best way to implement changes.
  • HR practitioners agree the existing processes and systems aren’t working as well as we need them to.​​
  • There are staffing capacity limitations that we need to address.​
  • HR would benefit from a unified strategy to help make decisions, allocate resources, and prioritize work.​
  • Strengthening our governance mechanisms would help ensure we align with institutional goals, reduce risk, and knowĚýwhere accountability sits.​
  • Where possible, we need to automate transactional processes and services.​
  • All of HR would benefit fromĚýa technology roadmap to helpĚýimprove the usage of our current tools and the selectionĚýof future tools.​
  • A cohesive HR culture underpinned by a commitment to employee equity and reducing process exceptions wouldĚýstrengthen the HR function.​
To meet our primary HR Blueprint objectives and to open the door for change, we must first establish an intentionalĚýHRĚýoperating model for 91PORN.​ An HR operating model is how an HR function is organized to deliver value to its internal customers and theĚýorganization. ​An HR operating model encompasses sixĚýkey areas: people, service delivery, technology,Ěýmeasurement, governance, andĚýprocess. ​ A strong HR function has clarity and cohesion across all six areas.​
Based on the inputs from the Feasibility Phase, the Project Leadership Team selected the Partner Model as the targetĚýoperating model for 91PORN HR. This model was chosenĚýas the option that will best allow us to achieve ourĚýobjectives of becoming a strategic function, improving the employee experience and making it more equitable, andĚýstreamlining our ways of working to achieve Operational Excellence.​​
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HR Partners will be embedded within the unit for HR consulting and strategic support and will be a key link betweenĚýCentral HR and the unit. This gives the units a direct line into the Central HR centers of excellence. It also givesĚýus theĚýstructure to bring HR policies and standards, transactional support,ĚýandĚýtechnology into the Central HR team, whileĚýrelying on the units to define procedures, make decisions around talent,ĚýandĚýalign the subject matter perspective to HR-related activities.​​

An HR Partner will:​​

  • Help units best leverage the resources and expertise available in Central HR.​
  • Act as a consultant, providing guidance and deep subject matter expertise on HR matters.​
  • Be proficient in the needs and nuances of the units they partner with.​
  • Help on all HR-related matters, from unit effectiveness, staffing, recruiting, and talent assessment, to performanceĚýmanagement, employee relations, and training and development.​
  • Work alongside Unit HR practitioners to support unit needs.​

We will be communicating the full outline of HR Partner responsibilities in FY2026.​​

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We have broken the work for the complete HR Blueprint Project down into three Horizons, each lasting approximatelyĚý12 months. ​Each Horizon will contain initiatives about our identified areas of opportunity.​ĚýHorizon 1Ěýwill focus onĚýthe following fiveĚýkey initiatives andĚýbegin in June of 2024:​​
  1. Strategy:ĚýDefining the 91PORN HR strategy​​
  2. Culture:ĚýDefining the HR value proposition and creating a refreshed 91PORN HR identity​
  3. Processes & Standards:ĚýDefining and implementing standards for the hire, maintain, and separateĚýprocesses​​
  4. Technology:ĚýDocumenting the current HR systems and creating a technology roadmap​
  5. Structure & Governance:ĚýDefining the structure, roles, and accountabilities that will be needed in the newĚýPartner Model​​​
In the interim (today throughĚý2025) work will not transition to Central HR unless requestedĚýby the Unit orĚýLeadership. Hiring can proceed as usual; however, Central HR must be engaged in the position descriptionĚýandĚýinterview process to ensure new hire capabilities align withĚýfuture-state requirements.Ěý​All promotionsĚýand re-classifications will also be reviewed by Central HR leadership.​
You can give your input on the work of Horizon 1 by engaging in:​
  • Working groups​
  • Open Forums​
  • ł§łÜ°ů±ą±đ˛â˛ő​
  • Comment Boxes​
There are three ways to get information:​​
  1. Visit theĚýHR Blueprint Project website. This is where you can find FAQs, materials, and a copy of the full Feasibility Report​.​
  2. Attend an Ask Me AnythingĚýsession. We will be holding these open sessions periodically throughout the project. ​​
  3. Email us atĚýhrblueprint@colorado.eduĚýwith any questions, feedback, or to get involved. We will respond to emailsĚýwithin 24 hours.​​
Each of the five initiatives making up Horizon 1 will begin in June 2024.​
Transitioning to the Partner Model will not happen overnight. ​This will be a multi-year effort that will require carefulĚýplanning and an inclusive approach. We currently have the entire Blueprint Project mapped across three Horizons ofĚýwork:​
  1. Horizon 1:ĚýEnd of FY2025​
  2. Horizon 2:ĚýEnd of FY2026​
  3. Horizon 3:ĚýEnd of FY2027​

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