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Human Resources Business Partners (HRBP): Are They Really Business Partners?

adminAugust 4, 2021

In recent years there has been an overuse of a job title: Human Resources Business Partner (HRBP). However, many title holders and grantors do not seem to have understood the meaning of this role. First of all, “HR Manager” and “HR Business Partner” are not the same and therefore cannot be used interchangeably. Second, HR Business Partner is a high-level role and therefore an individual must have a considerable amount of experience before being appointed as an HRBP. The HR business partner is the same as HR Manager, SBU HR Manager, Country HR Manager and Regional HR Manager. Business Partner Responsibilities of HR in any industry are as follows:

1. Cascading business segment goals and objectives to optimize alignment between business and human capital strategies, ensuring effective implementation
2. Partner with a business segment leader to develop and implement strategic planning goals to build a dynamic organization that generates significant and sustainable growth.
3. Provide guidance to managers and employees regarding the interpretation of company policies and procedures. Guiding and advising managers on employee relations and human resource issues in accordance with Company policies and best practices, including disciplinary, grievance, performance, layoff, and absence management.
4. Advise and train business leaders on matters related to talent management, including competency requirements, workforce planning, leadership selection, executive coaching, performance management, retention, and career planning. succession.
5. Work in partnership with operational management teams to identify opportunities and areas for improvement to support improvement of organizational and people performance in accordance with business needs.
6. Drive efficiency and positive organizational outcomes through tight alignment of systems, processes, and structures to drive the behavior and engagement of the right people.
7. Leverage employee data (eg, exit interviews, weather survey results, churn analysis) and the performance management system to improve employee engagement, performance, and retention.
8. Develop and carry out team building / team building strategies proactively and as needed to improve team performance. Present options to managers about organizational structure, roles and responsibilities, staffing levels, and matrix management.
9. Maintains a thorough understanding of the legal requirements related to the day-to-day management of employees, reducing legal risks and ensuring regulatory and policy compliance.
10. Achieve growing and sustainable business results by spending prudently on people costs and help your business make informed decisions about investing in people.

Competencies Needed to Succeed as a HRBP –

1. Achievement orientation – This competence implies working to achieve results and improve both individual and organizational contribution. A person demonstrating this competency will analyze the organization’s results to make decisions, set priorities, or choose goals based on calculated inputs and outputs. This includes analyzing both process and people-related results. In addition, you will monitor the results and measure them against a standard of excellence not imposed by others. In addition, you will make decisions that allocate limited resources to meet the policy objectives.
2. Business vision – A person who demonstrates this competence will have a thorough understanding of the strategic direction of the organization and department, programs, services, environmental influences and their long-term impact as it relates to human resource management. In addition, you will be able to clearly understand and articulate the organization’s direction, culture, business challenges, and priorities, and take appropriate steps to align these functions with business direction and needs.
3. Change leader – The HRBP that demonstrates this competence will be able to lead, develop, advocate and promote change in the workplace, fostering the support and commitment of employees and departments. You will also be able to persuade and convince others to gain support for the recommended change need by providing reasonable and logical options and solutions.
4. Decision – A decisive individual takes ownership of decisions and ensures that decisions are consistent with established legislation, policies and procedures of the organization and precedents. Establish systems to proactively monitor risks and determine acceptable risk tolerances. In addition, you will integrate risk management into program management and organizational planning.
5. Impact and influence – An HRBP with “impact and influence” competence will be able to develop and maintain open and honest professional relationships with colleagues, clients and stakeholders. You will be able to persuade, convince and influence others to achieve understanding and reach an agreement. In addition, you will be able to guide and train a diverse group of employees resulting in a team that can meet your goals and objectives, while maintaining a healthy, productive, respectful and safe work environment, free from discrimination. It will build a “behind the scenes” support for ideas.
6. Lead and develop teams – The key behavioral indicators of this competency are HRBP’s ability to develop and implement strategies that build, support, and improve team morale and productivity, as well as promote a positive and cooperative work environment. Gives feedback to direct reports, peers and / or team members or other employees in terms of behavior rather than personal terms for development purposes, and refers them to the resources available to help them achieve their success. In addition, it fosters a climate of openness, trust and solidarity among staff by treating each person as a valuable member of the team where people feel comfortable to express their opinions and needs.
7. Building a relationship – Relationship building implies the ability to develop contacts and relationships, internal and external to the organization, to facilitate work efforts or to obtain support. This type of relationship is usually quite deliberate and usually focuses on the way the relationship is carried out. HRBPs who demonstrate this competence continually work to build and maintain critical relationships and networks that contribute to goal achievement.
8. orientation results – Establishes and maintains effective accountability systems to review activities and objectives against strategies; Analyze performance information to prioritize and take calculated risks to improve HR activities and processes, predict emerging issues, and manage associated risks. HRBPs exhibiting this competence can develop and maintain effective accountability and performance management systems, ensuring that activities and objectives support organizational strategies.
9. Strategic orientation – The HRBP’s that demonstrate this competence prioritize work aligned with commercial goals, act and implement strategies and policies in accordance with the strategies, objectives and goals of the organization. They consider and reconsider the impact of existing policies, processes, and methods on future developments and trends. They also ensure that there are contingency plans for problems and situations that may occur.
10. Experience on the subject – Detailed knowledge of the principles, concepts, strategies, current trends and problems of human resources.

This article is an attempt to elaborate the role of the HR business partner in an organization and highlight its importance. Hope this is helpful to broaden your horizon of knowledge. HR business partners play an important role in an organization, provided their role has been properly defined and interpreted. In the absence of proper knowledge, HRBP will be nothing more than a fancy job title and another HR fad.