Business Architecture in a Box for Human Resources

The complete business architecture toolkit for Human Resources — a four-level business capabilities map with 450+ capabilities across workforce planning, talent acquisition, learning & development, performance and total rewards, and employee and labor relations, plus capability definitions, Level 2 KPIs, value streams and processes, business data and information entities, an operating models overview, a roles listing, a glossary of terms, and a transformation framework — delivered in PowerPoint, Word, and Excel.

Why a generic AI answer falls apart here

HR is one function that has to operate under a different rulebook in nearly every country — and often every state or province — it employs people in: leave, termination, works-council consultation, and collective-bargaining requirements all change the shape of capabilities like "Employee Relations Management" or "Workforce Exit," and a generic AI answer defaults to a single, usually US-centric, view because that's what dominates its training data. It also tends to flatten the field: day-to-day people leadership ("giving feedback," "coaching a team") gets mixed in with the corporate HR function that builds the systems and policy those managers use, so the list balloons with generic leadership advice instead of describing what the HR function itself must be capable of doing. HR capability also gets conflated with HR technology fast — "Performance Management" as a capability collapses into "what the HCM platform does," so the moment the organization changes systems, a tech-flavored list goes stale. This map keeps capability, process, and technology separate on purpose, and holds 450+ capabilities to one consistent definition standard so a global, multi-jurisdiction HR organization can use the same taxonomy from workforce planning through offboarding.

What's Inside

• Business Capabilities Map — 450+ capabilities across four levels, from Level 1 strategic domains (Talent Acquisition, Total Rewards, Learning & Development, Employee Relations, HR Operations) down to Level 4 operational detail, in PowerPoint, Word, and Excel, with a dedicated Capability Definitions document and Capability KPIs mapped at Level 2
• Value Streams and Processes covering the employee lifecycle end-to-end, hire through retire, and the Business Data and Information Entities HR systems of record depend on
• An Operating Models Overview and a Roles listing spanning centers of excellence, HR business partners, and shared services
• A Glossary of Terms and a Transformation Framework for sequencing an HR operating-model or HCM-platform change
• Bonus deliverables: a Business Capability Modeling Overview e-book, a Practical Guide to Business Architecture e-book, and a Capability-Relationship Mapping Template

How Teams Use It

• Baseline HR capability maturity before an HCM platform migration or global HR-operating-model redesign
• Scope HRIS and HCM RFPs against actual capabilities instead of a vendor's demo script
• Decide what moves into a shared-services or center-of-excellence model versus what stays with HR business partners in the field
• Give HR, legal, and technology teams a common vocabulary that holds across jurisdictions instead of one built around a single country's employment model

Who It's For

CHROs and HR leadership, HR business architects, enterprise architects, and HRIS/HCM transformation teams who need an HR reference model that works across a multi-country, multi-entity workforce, not just one geography.