In a modern company there are literally hundreds of non-HR processes that depend on HR data. Therefore, HR cannot just think about its own processes when designing their system landscape. There is a huge responsibility associated with the other internal and external stakeholders, because their work depends on accurate people data, which is owned by HR. At the same time HR needs data from other organizations to run its business processes -- so it is really a "give and take" situation.
This creates a risk or an opportunity for HR: The risk is that missing or outdated people data blocks important business workflows, creating escalations and disruptions. The opportunity is that HR runs its own processes smoothly AND ensures a seamless flow of accurate people data to all stakeholders, thus becoming a trusted partner and laying the foundation for business success in a digital workplace.