The Human Resources Line of Business (HRLOB) serves an integral role in supporting strategic Human Capital Management (HCM) across the Federal Government. Aligned within the Office of Personnel Management (OPM) Human Capital Data Management and Modernization Directorate (HCDMM), the HRLOB works on behalf of Federal agencies to:

• Develop HCM service models that promote interoperability, accessibility, and usability of data across the HCM lifecycle;
• Define human capital standards and develop tools to support evidence-based decisions about the workforce and employee lifecycle activities; and
• Publish policy and comprehensive guidance for Federal human capital professionals.

In partnership with agencies from the Multi-Agency Executive Strategy Committee (MAESC), HRLOB created three products to standardize Governmentwide HCM:

• Human Capital Business Reference Model (HCBRM): HCM functional framework representing what services need to be delivered.
• Human Capital Federal Integrated Business Framework (HC-FIBF): Service delivery model representing how to deliver the HCBRM.
• Human Capital Information Model (HCIM): Data model containing the human capital data standard.

Using these products, as a guide, allows agencies to be compliant with the authorities that govern Federal HCM, including statutes, regulations, and executive orders. These tools are meant to provide an “80% solution,” meaning they provide a solid foundation for human capital functions and processes but the remaining “20%” allows for each Agency to adapt them to their own needs.

HRLOB Vision

The overall vision of the HRLOB is governmentwide, modern, cost-effective, standardized, and interoperable HR solutions providing common, core functionality to support the strategic management of human capital and addressing duplicative HR systems and processes across the federal government.

HRLOB Goals

1. Improved Management – Improve the governmentwide strategic management of human capital (faster decision making, more informed policy making, more effective workforce management, improved resource alignment with agency missions)
2. Operational Efficiencies – Achieve or increase operational efficiencies in the acquisition, development, implementation and operation of human resources management and supporting systems (improved servicing ratio / response times, reduced cycle times, improved automated reporting)
3. Cost Savings/Avoidance – Achieve or increase cost savings/avoidance from HR solution activities (reduced duplicative software / hardware / operations / labor resources, increased competitive environment)
4. Improved Customer Service – Improve customer service (increased accessibility to client and value, improved communication and responsiveness, enhanced quality, timeliness, accuracy and consistency)