“HR is moving from focusing on the organization of the business to focusing on the business of the organisation” (Zulmohd 2011). David Ulrich highlights four distinctive HR roles that make the organization more effective and produce competitive advantage. He planned to change the structure of the HR function and build human resources based on roles. The four key HR roles identified by Ulrich, a business partner/strategic HR partner: Align HR and business strategy which plays an important role in setting the strategic direction. Builds strategic relationships with clients and strategically manages workforce development. The second key role is that of an administrative expert who creates and must deliver effective HR processes built to fit business needs. It also involves managing people and human resources costs. To continue with the third key role, change agent who understands the culture of the organization and takes responsibility for communicating those changes internally and gaining the trust of their employees. The last key role identified by Ulrich is that of the employee advocate, which is a central element in the HR role, representing employees and helping to improve their experience, protect employee interests and confirm that strategic initiatives are well balanced. Employee advocates must also “ensure fair, ethical and equitable processes and practices.” “David Ulrich's HR model is about defining HR roles and