What Is A Senior Hr Business Partner – The HR Business Partner is a professional liaison between HR and the business. These HR executives have a deep understanding of the business and ensure that HR helps the business to make changes.
The HR Business Partner role is constantly evolving, driven by emerging trends in the world of work and changes in the labor market. The evolving role of HRBP reflects a shift towards HR governance, data-driven decision making, employee experience, talent management, and effective collaboration. However, HRBPs need to learn and develop different skills to meet needs and help organizations succeed.
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In this article, we will discuss the HRPB role and its evolution, what makes a good business partner, and how HR Business Partners can increase 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 the company to achieve its goals. They are responsible for adding value to the organization and helping the business make decisions, especially during times of change. They mainly work with managers to ensure that HR activities meet their needs.
Line managers understand the company well, so HRBP works closely with them to set priorities and implement priorities. Human Resources Business Partners are usually found in large companies and can manage many employees. Generally, the more employees they look after, the more important and organized their work is.
HR Business Partner is a common role in large companies, with 60% of HRBP working at companies with over 10,000 employees.
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While the HRBP should be a strategic partner and businesses should see them as such, this is not always the case. 57% of C-suite execs see HR as a key management function. They are seen as focusing too much on day-to-day operations and failing to think about the big picture and the needs of the company.
This should not be the case. In addition to being a management expert and human resource champion, the HR Business Partner must also be a change agent and consultant. The HR business partner as a profession
So far, we have talked about HRBP as a job function. This is the person with the job title Human Resource Business Partner, who is the liaison between HR and the business.
However, although not everyone in HR is a business partner, everyone in HR should be ‘business partnering.’ It means that every HR professional should understand the business deeply and try to create HR policies in a way that helps to enable the company.
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For example, a learning and development specialist has a deep understanding of how people learn and can change their behavior. Undoubtedly, they would not have worked well if they did not understand the business they were in. When they know the company, they make better decisions, are better at aligning L&D processes with what the industry is looking for, and are more effective.
While in this article we have focused on HRBP as a career, learning about HRBP as a process and important skills that are useful for any HR professional who aims to be a ‘business partner’ and is determined to help their business reach its goals.
An HR executive shared the story of two different types of business employees. The first one wakes up in the morning, comes to work, sits down in a manager’s office with a notebook, and asks, “How can I help you today?” The manager starts complaining, and the business partner starts writing and gets a list of jobs. This is an HR Business Partner.
Type 2 HRBP is much rarer. Before talking to a manager, they look at data from financials to learning and development levels to see where the manager needs help.
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This business partner looks at key performance indicators – how well is this manager doing? This HRBP thinks, how can I help this manager succeed? They write their essays and participate in a meeting with practical programs facilitated by KPI.
The following model shows three different levels of HR Business Partners within an HR organization. The paper was edited by Andrew Lambert (2009), co-founder of the Corporate Research Forum.
People with the HR Business Partner job title are not the only business partners in HR. Depending on their level, different experts are expected to follow, present, or lead the business dialogue.
HRBP’s role should be more strategic to help organizations increase their productivity, profitability, and competitiveness.
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So what should the HR Business Partner roles look like looking forward? 1. Preparing for the future of work with Human Resources management
Mikaela Kiner from HR consulting company Reverb points out several challenges that HRBPs need to address to future-proof their organizations:
Reshaping business culture to fit the digital workforce, retraining, upskilling, technology adaptation, workforce planning, and improving employee knowledge will play a key role in equipping employees to meet the challenges and needs of the future.
This includes identifying training needs, aligning training programs with business goals, planning the right size and type of workforce, and developing talented people for key roles.
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An HR Business Partner needs to understand how current and future trends affect the people in their organization. This enables them to give valuable advice and training to the most important people.
However, it is important to note that the role of the HRBP is to act as a consultant and advisor, not to take over all the responsibilities. They empower the leaders of the organization to handle human affairs effectively.
Business acumen is an important skill for every HR professional, especially for HRBPs. It represents intelligence and quickness in understanding and dealing with a business risk or opportunity in a way that leads to good results. The HRBP links business issues to HR activities and outcomes and helps the organization face these challenges.
Accordingly, HR Business Partners know their organization’s sources of competitive advantage, market value, competitors, different selling points, and market share. They understand the market and the profession. Additionally, HRBPs have a deep understanding of all their stakeholders, which enables them to contribute to the success of their organization. 4. Building a competitive organization
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The 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 learning and career development opportunities is a great way to reconcile business goals with employee needs. Training programs should not only focus on today’s jobs but also on future skills that match the individual’s goals and the company’s goals.
By investing in employee development, HRBPs can ensure that organizational goals and employee aspirations are aligned. “
HRBPs “…work closely with business leaders on a variety of personnel issues and strategies.” This includes giving leaders the resources, knowledge, and skills they need to manage their teams, resulting in stronger, more independent management.
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The goal here is to create an environment where leaders are well equipped to handle the day-to-day issues of individual employees. HR then becomes a strategic partner, focusing on organizational problems and long-term human strategies rather than being tied to routine issues.
When HRBPs help leaders navigate the challenges of people management, it contributes to a strong organizational culture and improves organizational performance. 6. Using data to influence decisions
Data is important to know if you are on the right track. Without it, you are guessing at the decisions. The HRBP uses data wisely and is able to track KPIs and use it to drive performance and achieve goals.
This includes a strong understanding of the business environment as well as the social and environmental issues relevant to the environment in which your organization operates. For example, if a business is looking to open a manufacturing facility in Indonesia, you need to think about different data than if you have a problem with power in your North American locations. 7. Strengthening company culture and employee experience
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A key role for future-ready HRBPs is to focus on people and how cultural change can help achieve organizational goals. They also work to continuously improve employee knowledge, which is essential for business success.
Jessie Lambert, Director of HR at Mistplay explains how HRBP has helped revitalize the workforce. “In the previous phase when the rapid growth started, we saw that the turnover of new employees was increasing, and the response showed that new employees were feeling overwhelmed,” says Lambert.
“Considering that a negative onboarding experience could be the cause, the HR team decided to completely overhaul and improve the onboarding process. The HRBP collaborated with various teams to create a comprehensive onboarding program that included department-specific training, mentoring programs, and an introduction to the company’s culture. To ensure implementation correspondingly, the HRBP also developed an onboarding check and trained managers on how to successfully onboard new employees.
The new onboarding program significantly improved new retention rates and increased job satisfaction among new employees. This not only saved costs associated with turnover, but also increased the company’s reputation as a good place to work. “
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