Strategic HRM: Shifting HR's role from administrative functions to strategic partnership, aligning HR practices with overall business strategy.

HR as Value Creator: Emphasizing HR's contribution to creating value for the organization through talent management, leadership development, and culture building.

HR Competencies: Outlining the essential competencies required for HR professionals to become strategic partners, including business acumen, HR expertise, and change management skills.

Employee Champion Role: Balancing the advocacy of employees' needs and concerns while aligning those needs with organizational goals and strategies.

Administrative Expert Role: Optimizing HR functions by efficiently managing administrative tasks and implementing HR practices that support organizational objectives.

Strategic Partner Role: Collaborating with senior leadership to anticipate future challenges, develop HR strategies, and contribute to organizational decision-making.

Change Agent Role: Leading change initiatives within the organization by fostering a culture of innovation, adaptability, and continuous improvement.

Measuring HR Impact: Using metrics and analytics to measure the impact of HR initiatives on business outcomes and to demonstrate HR's value to the organization.

HR Transformation: Advocating for HR transformation and evolution to meet the changing needs of the business environment.

Building HR Credibility: Gaining credibility and influence by delivering measurable results and aligning HR initiatives with organizational goals.