Run the function with clarity
Managed HR function
Coordinate the whole HR function through one accountable operating plan.
Bring HR planning, talent, onboarding, performance, rewards, employee experience, operations and reporting into a managed rhythm. HCIIQ can coordinate the agreed function with your team and specialist providers, with named owners, service boundaries and sponsor oversight.
Discuss this serviceOur advisory network is in formation. Engagements depend on confirmed expertise, availability, scope and agreed terms.
When it helps
- Several providers or internal teams own disconnected HR processes.
- Employee lifecycle issues need a single operating rhythm and escalation path.
- Leadership needs visibility of HR delivery, risks and responsibilities.
What you receive
A practical work product, with depth and review agreed before the assignment.
A complete HR responsibility and service map
An agreed operating calendar and service measures
A process, escalation and issue register
Also proposed: a management reporting pack and a continuity and handover plan.
What we need from you
Start with the context. Detailed evidence follows an agreed, authorised process.
- Current HR processes and service commitments
- Your team structure and provider agreements
- Systems, access controls and data ownership
- The functions and decisions to delegate
Keep confidential documents out of the initial enquiry. Only share material you are authorised to provide.
Illustrative output
View sample
Explore a fictional ownership map and supporting documents in the sample viewer.Illustrative format, not client work. Exact outputs are agreed for your assignment.
Scope & boundaries
This proposed scope does not include:
- Payroll processing or statutory filings unless specifically contracted
- Employer obligations or legal accountability transferred by implication
- Unrestricted access to employee data
Before we begin
How are fees and scope agreed?
The proposal names the practitioner and engagement owner, the question, inputs, deliverables, fees, review rounds and responsibilities. Nothing is booked by an enquiry.
Who makes the final decision?
Your sponsor retains employer accountability and the decisions reserved to your organisation. A Virtual CHRO or managed HR mandate can include agreed execution and coordination responsibilities; authority, access and exclusions are written into the engagement.
What happens if there is no suitable match?
A no-fit outcome is possible. Availability and specialist capability must be confirmed for the particular assignment before a proposal proceeds.