HRBP a term that begins to sound more and more familiar, although it is still a new and not always fully defined function. More companies are employing HR business partners as they try to better adjust human resources with the needs of the business.
Dave Ulrich was the creator of the concept of HR business partnering when he defined the role of HR business partner (HRBP) in the 1990s. HRBP is a person who while cooperating with managers of individual business units, designs and implements processes and solutions for managing people in such a way, that they support the implementation of the strategic goals of the organization. According to Ulrich, the model HR Business Partner has five basic roles in the company. He is an animator of human capital development, an expert, strategic partner and an agent of change, as well as an employee advocate.
The business partner is a highly experienced HR professional, who has a broad experience in various HR areas of expertise, who is deeply oriented in the business of his company and has a great knowledge of the market and trends. It is someone who acts as a key account manager for the business structure.
This function requires close cooperation with line managers, managerial staff in the implementation of the strategy, designing HR systems and processes. In practice, this means more customer focus, cost-effectiveness, innovation and process standardization that responds to the changing priorities and needs of the company. Usually, the position of HR Business Partner appears in large, international organizations, where individual departments are so large that they need special attention and the ability to quickly respond to current needs.
What are the main responsibilities of HR Business Partner?
Their core function is evaluating what the business needs and to partner with the business to implement the HR strategy and policy. As an example, they are fully involved in performance management, redundancies, outplacement and compromise agreements.
Other responsibilities include:
- Talent management
- Performance management
- Succession planning
- Learning and development
- Employee relations
What abilities should HRBP have?
- Interpersonal skills
- Communication skills
- Negotiation skills
- Project Management skills
- Analytical and problem solving skills
- Labor Law knowledge
- Knowledge of the market and trends
- Employer branding skills
- Previous experience in Human Resources management
What else? The ability to listen and understand. Assertiveness. Openness and curiosity of the world. And the most important – passion for HR, for people and passion for what you do.