HR Business Partner's (HRBP's) - Are They Really Business Partners?
Added: (Thu May 24 2018)
Pressbox (Press Release) -
Over last few years there has been overuse of one job title - Human Resource Business Excessive Traffic Partner (HRBP). Responsibilities of HR Business Partner in any industry are as follows:
Cascade business segment goals and objectives to optimize alignment between business and human capital strategies, ensuring effective implementation
Partner with a business segment leader to develop and deploy strategic planning objectives to build a dynamic organization that delivers significant and sustainable growth.
Provide guidance to managers and employees regarding interpretation of company policies and procedures. Guide and coach managers on employee relations and HR issues in line with Company policies and best practice, including disciplinary, grievance, performance, redundancy and absence management
Advise and coach business leaders on matters related to talent management, including competency requirements, workforce planning, leadership selection, executive coaching, performance management, retention, and succession planning
Work in partnership with the operational management teams to identify opportunities and areas of improvement to support improved organisational and people performance in line with business needs
Drive efficiency and positive organizational results through lean, alignment of systems, processes and structures to drive the right people behaviour and engagement.
Leverage on employee data (e.g. exit interviews, climate survey results, turnover analytics) and the performance management system to improve employee engagement, performance and retention.
Develop & conduct team development/team building strategies both proactively and when necessary to improve team performance. Present options to managers on organizational structure, roles & responsibilities, staffing levels, and matrix management.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory and policy compliance.
Achieve increased and sustainable business results through prudent spending on the people costs and assist the business make informed decisions with regard to people investment
Competencies required for being successful as HRBP -
Achievement Orientation - This competency involves working to achieve results and improve individual as well as organizational contribution. An individual who demonstrates this competency will analyse organizational outcomes in order to make decisions, set priorities or choose goals on the basis of calculated inputs and outputs. This includes analysing both process and people related outcomes. Further, he will keep track of and measures outcomes against a standard of excellence not imposed by others. Also, he will make decisions that allocate limited resources to meet policy objectives.
Business Acumen - An individual demonstrating this competency will have thorough knowledge of the organization's and the department's strategic direction, programmes, services, environmental influences and their long-term impact as it relates to human resource management. Further, he will be able to understand and clearly articulate the direction, culture, business challenges and priorities of the organization and take the appropriate action to align these functions with business direction and needs.
Change Leader - HRBP demonstrating this competence will be able to lead, develop, champion and promote change in the workplace, building employee and departmental support and commitment. He will also be able to persuade and convince others to gain support for the recommended need for change, providing reasonable and logical options and solutions.
Decisiveness - A decisive individual takes ownership of decisions and ensures decisions are consistent with legislation, precedent and established policies and procedures of organization. He will put systems in place to proactively monitor risks and determine acceptable risk tolerances.