It Started on Day One

On my first day as an HR leader, my boss handed me a copy of Dave Ulrich’s book. It was supposed to be the blueprint. And for a while, it felt like it was.

Ulrich gave us structure—titles, roles, a language HR could use to speak to the business. But what he didn’t give us was power. And he didn’t prepare us for the complexity, chaos, and speed that define modern leadership.

I spent years trying to make that model work harder. I reorganized, rebranded, retrained. But eventually, I realized something most teams still haven’t admitted: it wasn’t an execution problem. It was a design flaw.

So I built what was missing.

The HR Power Model™ is not a modernization of Ulrich. It’s a replacement. A system built for pressure, speed, and authority. And it’s the model your future HR leaders deserve.

Why the Old Model Failed

The Ulrich Model is collapsing—quietly, but decisively.

HR business partners are exhausted and stripped of authority. Teams are fragmented with no shared accountability. Strategy conversations happen without HR in the room. DEI efforts look polished in presentations but collapse in execution. CHROs are still defending their right to lead—instead of owning it.

We didn’t build a power center.
We built a service center with better branding.

This Isn’t an Evolution. It’s a Rebellion.

The HR Power Model™ doesn’t align. It leads.
It doesn’t recover. It strengthens.
It’s insurgent by design. Antifragile by necessity.

Ulrich’s model taught HR to serve. The HR Power Model™ was built to take back control of the systems that drive performance. It doesn’t bounce back from pressure—it gets sharper inside it.

This is not a framework that waits for permission.
It’s a system that reclaims power by redesigning the structures that deliver performance.

What Is the HR Power Model™?

The HR Power Model™ is a complete re-architecture of the HR function. It replaces outdated, fragmented delivery models with a unified, antifragile operating system that performs under pressure and leads through volatility.

At its core, the model is built on four foundational pillars:

1. Systemic Ownership
HR doesn’t run programs. It architects the entire system—from trust and culture to talent velocity and performance loops. It owns design, not just delivery.

2. Unified Accountability
The silos are gone. No more middle layers between strategy and execution. No more HRBPs absorbing dysfunction without leverage. One team. One mandate. One outcome.

3. Antifragile Design
The model is built to adapt, iterate, and strengthen in volatility. It uses disruption as fuel—not as something to withstand, but as something to learn from and leverage.

4. Strategic Centralization with Operational Flexibility
It centralizes what matters—power, principles, outcomes—while allowing local execution to flex. It creates structural alignment without bottlenecks or bureaucracy.

If your system can’t get stronger under pressure—it’s already failing.

What This Model Delivers

The HR Power Model™ isn’t theoretical. It delivers measurable, business-critical outcomes:

• Trusted, fast decision-making

• CHROs with strategic control—not reactive service

• Cultures that scale with clarity, not confusion

• Reduced attrition among top talent

• Structures that don’t merely survive pressure—they grow through it

This is HR as a system of power—not process.

Book Your Executive Briefing

This is the conversation most leadership teams avoid—until it’s too late.

I work directly with CHROs and CEOs to diagnose where Ulrich’s model is quietly breaking down, and how to replace it with the HR Power Model™. We don’t patch symptoms. We rebuild the system.

This isn’t a webinar. It’s a strategic redesign session for leaders who are done absorbing dysfunction—and ready to lead.

Book Your Executive Briefing