Networked & Cross-Functional HR Teams
In today’s complex world, HR must move beyond silos. Networked and cross-functional teams unlock speed, creativity, and real business value.
HR has long been organized by function—Recruiting, L&D, Compensation, Business Partnering. But these silos often create slow handovers, conflicting priorities, and disjointed employee experiences.
Networked and cross-functional HR teams offer an alternative: flexible groups that cut across verticals to solve real business problems together.
Why Move to a Networked Model?
- Speed – Less waiting for handovers between departments.
- Integration – More holistic people solutions.
- Innovation – Diverse inputs fuel creativity.
- Engagement – HR professionals grow by working across disciplines.
This model fits especially well with agile, product-based, or project-driven organizations.
How It Works
In a networked setup:
- Core HR functions still exist, but capacity is flexibly assigned to squads.
- People split their time between their “home” team and networked initiatives.
- Teams are mission-focused: onboarding, hybrid work experience, DEI strategy, etc.
- Leaders become enablers—allocating talent, removing blockers, and supporting shared goals.
Enablers of Networked HR
To make it work, organizations need:
- Clear role definitions: avoid duplication and turf wars.
- Collaboration infrastructure: shared tools, rituals, language.
- Sponsorship from HR leadership: networked work must be valued and rewarded.
- Time and capacity management: protect people from overload and fragmentation.
Impact on Culture
Networked HR fosters a culture of:
- Co-creation
- Transparency
- Continuous learning
- Shared ownership
These are also the cultural traits needed in fast-moving, adaptive organizations.
Connection to Broader Models
Networked teams often coexist with:
- CoEs that loan expertise to squads
- HRBPs that act as connectors
- Digital platforms for shared insights
This hybrid approach maintains depth and consistency, while unleashing collaboration and creativity.
Scaling the Model
Start small:
- Choose a meaningful challenge (e.g. hybrid onboarding).
- Form a squad with diverse skills.
- Give them time, support, and a clear problem to solve.
- Document learnings and repeat with the next priority.
The key is to treat networked collaboration as a muscle, not a one-off.
The Future of HR Collaboration
As HR grows more complex and tech-enabled, the ability to work across boundaries, in real time, and with fluid roles will become a core capability.
Networked teams aren’t a structure—they’re a mindset. And in the right environment, they can transform how HR delivers impact.