“Human resources are moving from the business organization to the organizational activity” (Zulmohd 2011). David Ulrich highlights four distinctive roles of HR that make the organization most effective and produce competitive advantage. He planned to change the structure of the HR function and build HR around roles. The four key HR roles identified by Ulrich, an HR Business Partner/Strategic Partner – aligning HR and business strategy which plays an important role in setting strategic direction. She builds strategic relationships with clients and strategically manages workforce development. The second key role is that of administrative expert who creates and must implement effective HR processes tailored to the needs of the business. It also involves managing human resources and human resource costs. Continuing with the third key role, change agent who understands the culture of the organization and takes responsibility for communicating these changes internally and earning the trust of its employees. The last key role identified by Ulrich is that of employee advocate, which is a vital role in the HR role, representing employees and helping to improve their experience, protect employee interests and confirm that strategic initiatives are well executed. balanced. Employee rights advocates must also “ensure fair, ethical, and equitable processes and practices.” “David Ulrich's HR model consists of defining roles and