While there are differing opinions on the true value of implementing the Ulrich model in HR (Service Centre + Centres of Expertise + HR Business Partners) it's fair to say that most HR functions have made or are looking to make progress in this direction. In particular, HR generalists are often looking to advance their careers by becoming HR Business Partners and, explicitly or implicitly, operating at a more strategic decision-making level. The biggest single barrier to broadening the strategic impact of the HR Function is when everyone within is over-burdened with administrative duties. These can be reduced through simplification, automation, outsourcing or simply having more staff, however, this is just an enabler. The HR function also needs to have a range of services which are of value to the business in its strategic decision making. And, the HR Business Partners need to be skilled in how to "sell" these services into the management teams. There are many great HR Business Partners across many organisations but few HR functions can boast a cadre of them of consistent quality, backed up by quality HR services, data analytics and HR leadership.