Strategic collaboration as a future-oriented HR strategy

Why collaboration pays off

Organizations have several reasons to join forces:

• Labor market shortages are one of the biggest challenges. For smaller organizations, it can be difficult to stand out among larger players. By collaborating—such as through joint recruitment campaigns or traineeships—organizations can attract more talent while sharing the associated costs.
• Financial advantages also play a role. Joint procurement of HR services—such as training budgets or external HR expertise—creates economies of scale and allows for shared risks and responsibilities.
• Knowledge sharing is a third important reason. In sectors like technology, healthcare, or logistics, we increasingly see collectives of organizations working together on sustainable employability, digitalization, or creating a learning culture. This results not only in time savings but also in deeper insights.

The levels of HR collaboration

HR collaboration between organizations comes in different forms, ranging from informal networks to strategic alliances. These options offer a spectrum of opportunities depending on the organization’s needs and goals.

1.      Informal networks
Many collaborations start informally. This can happen within regional or sectoral forums, where ideas are exchanged and experiences are shared. These networks are a low-threshold way to stay informed on trends and best practices, without requiring structural investments. It’s an ideal solution for organizations without an in-house HR advisor, looking for practical solutions to specific HR challenges. Even though the collaboration is often informal, it can lead to valuable insights on recruitment strategies, training opportunities, and efficient workforce management.

2.      Project-based collaboration
This goes a step further than informal networks and allows organizations to join forces around specific HR goals—such as joint recruitment campaigns or training programs. This type of collaboration can be short-term or part of a longer-term initiative. The benefit lies in its structured approach without the need for heavy investment in permanent HR structures. It offers a way to achieve quick results and gain knowledge, without long-term commitments.

3.      Structural collaboration
Structural collaboration focuses on long-term partnerships where HR processes and resources are shared. This might involve delivering joint training programs or using shared HR systems. This form offers benefits like cost savings and operational efficiency and is primarily practical in nature. It enables organizations to sustainably expand their HR capacity without requiring deep strategic integration.

4.      Strategic alliances
Strategic alliances are long-term partnerships aimed at growth, innovation, and shared strategic goals. Unlike structural collaboration, which focuses more on operational efficiency, strategic alliances aim to create strategic value. These partnerships strengthen the organization’s competitive position over time—for example, by setting up hybrid workforces with secondments of specialized expertise or by co-developing product innovations.

How Forvis Mazars can help

Strategic collaboration is a powerful tool for businesses that want to respond to the rapidly evolving labor market. The various levels of collaboration provide organizations with opportunities to strengthen their HR strategies, save costs, and respond more quickly to new developments. Using collaboration as an HR strategy makes organizations more agile, sustainable, and future-proof.

Curious about how strategic HR collaboration can benefit your organization? Get in touch with us to explore the possibilities together!