When HR must move from shared services to capability towers
Many captives still run HR like a BPO: utilization, ticket SLAs, narrow job codes. If the business now wants product and platform ownership, those systems quietly sabotage you.
What to redesign
- Leveling that recognizes product and staff-engineer paths
- Goals tied to outcomes, not only activity
- Rewards for collaboration with HQ, not only local utilization
- Talent reviews that surface future global leaders
Change sequence
- Name the new tower model in org language HQ accepts.
- Map old job codes to new career paths without fake promotions.
- Train managers before you change appraisal forms.
- Kill metrics that reward the old behavior.
30 / 60 / 90
- 30: Gap list between current HR system and ownership charter.
- 60: Pilot new goals and leveling on one tower.
- 90: Expand only after managers can run it without a consulting babysitter.
Takeaway
HR redesign is operating-model work.
Skip it and your “transformation” stays in the slide warehouse.
Talk through first-tower HR implications when you set up a new pod.