In this paper I explore the effects of HR integration capacity on HR slack (re)configurations. I theorize that increased HR integration capacity will be associated with: (1) increases in levels of HR slack, (2) the diversification of human capital in the HR slack and (3) the frequency of HR slack integration. I further theorize that increased HR integration capacity leads to (re)configurations in work contribution such that the integration of HR slack into routine operations comes at the expense of HR outside of the organization’s HR strategic core (i.e., optimum HR bundle). To test these expectations, I take advantage of a quasi-natural experiment within the English Premier League, which due to COVID-19, increased the number of allowable substitutes per team per game from three to five. I find robust evidence supporting the hypothesized relationships. These results provide insights into the manner in which the capacity to integrate HR impacts decisions regarding HR slack (re)configurations – which is an unexplored topic in the literature.
