The transformation of Human Resource (HR) structure has become essential in response to globalization, technological advancements, changing workforce expectations, and dynamic business environments. Traditional HR structures, which primarily focused on administrative functions such as recruitment, payroll, and compliance, are no longer sufficient to meet the strategic needs of modern organizations. Transforming the HR structure involves redesigning HR functions, processes, roles, and technologies to align with organizational goals and improve employee performance and business outcomes. One of the most influential models of HR transformation is Dave Ulrich's HR Model, which categorizes HR functions into Shared Services, Centers of Expertise (CoEs), and HR Business Partners (HRBPs). Shared Services handle routine administrative tasks using standardized processes and technology. Centers of Expertise provide specialized knowledge in areas such as talent management, compensation, leadership development, and employee engagement. HR Business Partners work closely with business units to align HR strategies with organizational objectives and provide strategic support to managers. Technology plays a crucial role in transforming HR structures. The adoption of Human Resource Information Systems (HRIS), cloud-based HR platforms, artificial intelligence, machine learning, and data analytics has automated routine HR activities and enhanced decision-making. Digital HR enables online recruitment, virtual onboarding, automated