There’s an emerging HR competency on the block – paradox navigator. Working with long-term vs. short-term focus, centralised vs. decentralised operations, internal vs. external focus. This may be true, but it is hard to apply.
I prefer the idea of HR existing to “translate business strategy into the right employee actions”. With every initiative, HR should therefore ask: “Will this reduce friction and increase flow?”. That will mean less policing and more “orchestration of services” around employee performance, integrated HR practices, HR analytics, and information management.
As an example, read about the CLO as change agent.
