The webinar we did on Future of HR in November will give you some ideas but the main advice we would give is not to focus too much on your structure design but on how you as one HR team can work together more effectively. The example we give in the webinar on a company where they came together, worked out all the things they could stop doing to free up their time to focus on their people plan (chasing process completion, annual engagement survey etc.) and instead focussed on the key experiences they wanted for their people (an example might be ‘we want our people to feel trusted’)  and then they worked in 3-month sprints to deliver as one team e.g. a new approach to career development, performance management, induction etc..  Just picking 2/3 big things that will deliver the most value.  Everyone gets involved  – so it’s not something that’s passed to one person/one team. To keep the wheels moving there will still need to be brilliant people in the team that can deliver the basics/operations etc although they should also be working on improving that too  

Hope that helps a bit, but if you are looking for a change in design…