Do you know what is an HR Business Partner? If not, don’t worry; you’re not alone. Many people are unfamiliar with this term. An HR Business Partner is a vital member of the HR team who provides strategic support to the business. They work with managers and employees to help ensure that the HR functions meet the business’s needs. This guide will discuss everything about what is a human resource business partner, how they can contribute to your company and some critical skills they need to succeed.
What Is An HR Business Partner? Explain In Detail
HR business partner is a term used for HR professionals who act as management consultants on people-related issues.
The HRBP (Human Resource Business Partner) role emerged in the early 1990s as organisations began to flatten their hierarchies and move away from traditional, functional HR roles. To be successful, HRBPs need to have both deep HR knowledge and strong business acumen.
HRBPs work closely with line managers to help them identify and solve people-related problems. They act as a sounding board for managers on performance management, employee engagement, talent development, and succession planning issues.
HRBPs also play an important role in change management initiatives, as they help to ensure that changes are implemented smoothly and effectively.
There is no one-size-fits-all HRBP model, as the role will vary depending on the organisation’s specific needs. However, all HRBPs should be able to provide expert advice and support on HR matters while also building strong relationships with line managers.
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What Roles Does An HR Business Partner Have To Perform?
The HRBP role has many facets, and they may be responsible for any or all of the following:
Organisational Design: HRBPs contribute to organisational design efforts, ensuring the structure promotes the company’s business strategy and HR initiatives. They are responsible for understanding the organisation’s functions and where HR can have the most significant impact.
Types of organisational design they engage in:
- HRBPs are involved in re-organising the HR department to align with business objectives.
- They may also help design new roles or job descriptions to support new business initiatives.
- HRBPs partner with managers to redesign work processes and improve efficiency.
HRBPs help develops and implements HR strategies that align with business goals. All the HR strategies have to go through the HRBP so that they can be executed most efficiently. It will get the HR department working smarter, not harder.
Types of HR strategies they are involved in:
- HRBPs are often involved in developing and implementing HR strategies related to talent management, workforce planning, employee relations, and organisational development.
- HRBPs work with HR generalists and specialists to develop and implement HR programs and initiatives.
- HRBPs may also be involved in HR policy development and implementation and employee communications.
- HRBPs are typically responsible for HR budget planning and management.
HRBPs play an essential role in talent acquisition and management. They work with hiring managers to identify staffing needs, develop job descriptions, and source and screen candidates. They may also conduct initial interviews, reference checks, and onboarding activities. HRBP typically understand the organisation’s culture and values, which helps them identify candidates who will be a good fit.
Types of talent acquisition tasks they look after:
- Sourcing and screening candidates
- Conducting initial interviews
- Reference checks
- Onboarding new employees
They also play a crucial role in developing and implementing HR policies and procedures. They engage with senior leadership to ensure that HR policies are aligned with the organisation’s strategic goals.
HRBPs are HR professionals who work closely with an organisation’s senior leaders to help them make people-related decisions that align with the organisation’s strategic goals.
Human resource business partners are often involved in initiatives such as organisational design, change management, leadership development, and succession planning. In addition to their strategic role, HRBPs are also often responsible for more tactical HR functions such as benefits administration and employee relations.
The HR business partner is a relatively new job profile, and it’s still evolving. As the role of HRBPs continues to evolve, HR professionals who aspire to become one need to communicate effectively with senior leaders, understand business objectives, and have a strategic mindset. They must also be proficient in HR talent management and employee development.
Compensation and Benefits
HRBPs work with an organisation’s senior leadership team to develop and implement compensation and benefits programs. One of their major goals is to drive and retain top talent while also ensuring that the organisation’s compensation and benefits programs are competitive.
Human resource business partners also play a crucial role in employee relations. They work to resolve conflicts between employees and managers and also help to develop policies and procedures that will prevent future conflicts. HRBPs are also responsible for investigating allegations of employee misconduct.
HR business partner works closely with an organisation’s Management level team to develop and implement strategic HR plans. Their goal is to ensure that the organisation’s HR policies and procedures are aligned with its business goals. They are also a bedrock for advancements in the organisation’s management.
Human Resource Information System
HRBPs are the HR professionals who engage with managers to help them make people-related decisions that support the organisation’s business objectives. HRBPs are strategic thinkers and development agents who can see the big picture and help their clients navigate the ever-changing landscape of human resources.
Human resource business partners typically have a comprehensive knowledge of HR and the business, which they use to help clients in making informed decisions about interpersonal matters. HRBPs are often involved in initiatives such as organisational design, change management, talent management, and succession planning.
HRBP are also responsible for looking after HRIS systems and ensuring they are updated with the latest HR trends and technologies. They work with HRIS vendors to ensure that the system meets the needs of the business and its employees. HRBPs also work with HRIS users to ensure they use the system effectively and efficiently.
Difference Between An HR Business Partner and an HR Manager
The HR business partner is a strategic position that works with an organisation’s senior leadership to help shape and execute the company’s HR strategy. An HRBP is often seen as a consultant to senior leadership and works to align HR plans with the company’s business goals.
In contrast, HR managers are responsible for the day-to-day operations of the HR department. HR managers oversee the implementation of HR policies and procedures and work to ensure that the HR department is running smoothly. Human resource managers may also be involved in developing HR strategies. Still, they are typically not as involved in the overall strategic direction of the company as HR business partners are.
If you want to start a career in human resources, you may wonder whether you should become an HR business partner or an HR manager. Consider these things in mind when making your decision:
- Do you want to be more involved in the strategy and decision-making of the HR department? If so, then you may want to become an HR business partner.
- Do you want to be more focused on the operational and day-to-day aspects of HR? If so, then you may want to become an HR manager.
- What kind of skills and experience do you have? If you have more of a business or HR management background, becoming an HR business partner may be a better fit. Becoming an HR manager may be better if you have more of an HR generalist background.
- What are your career goals? If you want to eventually become an HR director or other senior HR leader, then becoming an HR business partner may give you a better chance to achieve that goal. If you’re content with remaining in a more operational HR role, then becoming an HR manager would be ideal for you.
HR Business Partner Skills And Qualifications
The HR business partner role is a managerial-level position that requires an individual with excellent communication, problem-solving, and people skills. HR business partners must be able to think critically and analytically to identify HR-related issues and then develop creative solutions. HR business partners must also be adept at building relationships and partnering with individuals at all levels within an organisation.
To be successful in the HRBP role, individuals must have a strong understanding of HR concepts and principles. HR business partners must be knowledgeable in employee relations, compensation and benefits, talent management, and HR compliance. They must have an understanding of the business they are supporting and be able to align human resource strategies with business goals.
How To Become An HRBP?
HRBPs must be able to build relationships, communicate effectively, and solve problems. They typically have a bachelor’s degree in human resources, business administration, or a related field. They must have experience working in HR.
Hierarchy for becoming an HR business partner:
- HR Business Partner: The HR business partner is responsible for aligning the HR program with the organisation’s business goals. The HRBP’s job is to ensure that the human resource program is designed to meet the organisation’s needs.
- HR Generalist: The HR generalist is responsible for the day-to-day HR operations. It becomes their responsibility to ensure employees are working towards catering to the common goals of a company.
- HR Coordinator: The HR coordinator handles the administrative tasks associated with HR. The HR coordinator is also responsible for developing and implementing HR policies.
- HR Assistant: The HR assistant provides support to the HR department. He/she may also be responsible for maintaining employee files and conducting background checks.
So, you need to start by being an HR assistant and then an HR coordinator and generalist before becoming an HR business partner. Wondering how you can make a difference as an HR business partner? Here are some key responsibilities of HR business partners:
- Aligning HR programs with the organisation’s business goals
- Building relationships with employees
- Communicating effectively
- Solving problems
Also Read: Key Objectives of Human Resource Management
Steps To Become An HR Business Partner
The HR business partner profile is a strategic position within an organisation that works with leadership to align HR programs and initiatives with the overall business strategy. HR business partners are HR generalists who have a deep understanding of the functions and operations of HR.
To become an HR business partner, HR professionals must first obtain a minimum of five years of HR experience. HR experience can be gained through various roles such as HR coordinator, HR specialist, HR manager, or HR director. HR professionals typically fill HR business partner roles with a master’s degree in human resources or a related field.
HR business partners must have excellent communication and interpersonal skills as they will be working with individuals at all levels of the organisation. They must also be able to manage transformations within the organisation effectively.
The Bottom Line
In conclusion, an HR business partner is a strategic role within an organisation that works to line up HR planning with the overall business strategy. These are experienced and educated HR professionals who deeply understand the business and its goals and can help create HR strategies that support those goals. If you’re thinking of becoming an HR business partner or if your organisation is considering hiring professionals for this role, it is essential to learn as much as you can about what HRBPs do and how they can add value to an organisation.
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