Role Of Hr In A Startup Company – The HR Business Partner is a strategic liaison between HR and the business. These senior HR professionals have a deep understanding of the business and ensure that HR helps drive business impact.
The HR Business Partner function is constantly evolving, driven by emerging trends in the world of work and changes in the job market. The changing role of HRBP reflects a shift towards strategic HR management, data-driven decision making, employee experience, talent management and effective collaboration. Therefore, HRBPs need to learn and develop different skills to meet the needs and help organizations succeed.
Role Of Hr In A Startup Company
In this article, we will discuss the HRPB role and its evolution, what makes a good business partner and how HR business partners can maximize their contribution to the business.
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The HR Business Partner (HRBP) plays a key role in connecting human resources with the business side of an organization to achieve its goals. They are responsible for adding value to the organization and helping make business decisions, especially during times of change. They primarily work with managers to ensure that HR functions align with their needs.
Line managers understand the organization well, so HRBP works closely with them to set priorities and make a significant impact. Human resources business partners are typically found in larger organizations and may supervise multiple employees. Generally, the more employees they supervise, the more critical and strategic their role.
HR Business Partner is a common role in large organizations, with 60% of HRBPs working in organizations with more than 10,000 employees.
Key Functional Areas Of Human Resource Management
While HRBP should be a strategic partner and businesses should look to them, this is not always the case. 57% of C-suite executives consider HR as a top management function. They are seen as too focused on day-to-day tasks and fail to consider the bigger picture and needs of the organization.
It shouldn’t be like that. In addition to being a management expert and a champion for employees, the HR business partner must be a change agent and a strategic partner. HR as a Role Business Partner
So far, we have talked about HRBP as a work function. A person with the job function title of Human Resources Business Partner is the strategic liaison between HR and the business.
However, even if not everyone in HR is a business partner, everyone in HR should be a ‘business partner’. Every HR professional should have a deep understanding of the business and try to design HR policies to help drive the organization.
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For example, a learning and development specialist has a deep understanding of how people learn and change their behaviors. Undoubtedly, if they do not understand the business they are in they will fail. By knowing the organization, they make better choices, are better at aligning L&D practices with what the industry expects, and are more impactful.
While in this article we mainly focus on HRBP as a job function, learning about HRBP’s strategic responsibilities and essential competencies will be useful for any HR professional aiming to be a ‘business partner’.
A senior HR director shared a story about two different types of business partners. The first man wakes up in the morning, comes to work, sits in the manager’s office with a notebook and asks, “How can I help you today?” He asks. The manager starts complaining, and the business partner starts writing and getting a list of tasks. It is an executive HR business partner.
The second type of HRBP is much rarer. Before they talk to a manager, they look at data from turnover to learning and development rates to see where the manager needs help.
Daily Routine Of A Human Resource Manager (hrm)
This same business partner looks at key performance indicators – how well is this manager performing? This HRBP thinks, How can I help this manager succeed? They write their notes and go to the meeting with KPI driven action plans.
The following model shows the three different levels of HR business partners within an HR organization. This is an adaptation of an article by Andrew Lambert (2009), co-founder of the Corporate Research Forum.
People with the HR Business Partner job title aren’t the only business partners in HR. Depending on their seniority, different professionals are expected to follow, contribute to, or lead the business conversation.
HRBP’s role should be more strategic to help organizations increase productivity, profitability and competitiveness.
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What Should HR Business Partner Responsibilities Look Like? 1. Preparing for future work and human resource management
Mikaela Kiner of HR consulting firm Reverb points out several challenges HRBPs must face to future-proof their organizations:
Re-skilling, reskilling, skill development, technology adaptation, strategic workforce planning and improving the employee experience will play a key role in preparing the workforce to meet the challenges and demands of the future.
This includes identifying training needs, aligning training programs with business goals, planning the right size and type of workforce, and developing skilled individuals for key roles.
Human Resource Action Plan For Startup Company
The HR business partner needs to understand how current and future challenges affect the people in their organization. This enables them to provide valuable advice and training to key stakeholders.
However, it is important to note that the HRBP’s role is to act as a consultant and advisor and not to assume all responsibilities. They empower organizational leaders to effectively handle people-related matters.
Business acumen is an essential skill for every HR professional, especially HRBPs. It reflects keenness and promptness in understanding and dealing with a business risk or opportunity in a way that leads to a good outcome. HRBP links business issues to HR activities and outcomes and helps the organization to overcome these challenges.
Accordingly, HR business partners know the sources of their company’s competitive advantages, market value, competitors, unique selling points and market share. They understand the market and the role of technology. Also, HRBPs have a deep understanding of all relevant stakeholders, which helps them contribute to the success of their organization. 4. Creating a competitive system
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An HR business partner plays a key role in helping their organization succeed in two areas: winning customers and attracting and retaining top talent. To remain competitive in the market, HRBPs must focus on:
“Providing opportunities for learning and career development is a key strategy for aligning business objectives with workforce needs. Training programs should focus not only on current job roles, but also on future skills aligned with the individual’s mission and the company’s strategic objectives.
By investing in employee development, HRBPs can ensure that the organization’s goals and employees’ career aspirations are in sync.”
HRBPs “…proactively work with business leaders on various workforce challenges and strategies.” It involves providing leaders with the resources, knowledge and skills they need to effectively manage their teams, resulting in a strong, autonomous management structure.
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The goal here is to create an environment where leaders are adequately equipped to handle most day-to-day labor issues themselves. HR then becomes a strategic partner, focusing on broader organizational challenges and long-term people strategies rather than being tied to routine issues.
When HRBPs help leaders navigate the issues of people management, it contributes to a stronger organizational culture and improved organizational performance. 6. Using data to influence decisions
Data is important to know if you are on the right track. Without it, you’re just guessing at the results. An HRBP uses data strategically and can monitor KPIs and use them to drive performance and achieve objectives.
This includes a solid contextual understanding of the business and local and cultural issues relevant to the areas where your company operates. For example, when the business opens a manufacturing facility in Indonesia, you need to consider different data. When depreciation is a problem at your North American facilities. 7. Strengthen company culture and employee experience
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A key responsibility of future-ready HRBPs is to focus on people and how culture change can help achieve organizational goals. They also work to continually improve the employee experience, which is vital to business success.
Jesse Lambert, Director of HR at Mistplay, explains how an HRBP has helped improve the employee onboarding experience. “In a previous role at a fast-growing startup, we realized that turnover was increasing among new hires, and feedback indicated that new hires were feeling overwhelmed,” says Lambert.
“Recognizing that a negative onboarding experience could be a factor, the HR team decided to completely overhaul and revamp the onboarding process. HRBP collaborated with various teams to develop an in-depth onboarding program that included department-specific training, orientation programs, and an introduction to the company’s culture. To ensure a smooth implementation, HRBP created a Created an onboarding checklist and trained managers on how to effectively onboard new employees.
The new onboarding program significantly improved new hire rates and increased job satisfaction among new employees. This not only saved costs associated with turnover, but also enhanced the company’s reputation as a great place to work.
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