The recently developed HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
According to Ulrich and Brockbank (1997) the centralization of HR’s administrative functions and creation of specialist Centers of Excellence (COEs) promised to allow a new type of HR professional, the HR Business Partner, to embed within a business unit and provide high level strategic consultations.
Source: (“HR Business Partner roles,” n.d.)
HR Business Partners work closely with business leaders and line managers to build their people capability, plan and manage talent and develop approaches that achieve shared organisational objectives. They often act as the point of people expertise for their business area, and may also be the local people expert implementing specific people approaches which have been designed by a central processing team(“HR Business Partner roles,” n.d.).
HR & HR Business partner.
it is sometimes difficult to see clear distinctions between HR BPs and HR managers since much of what each does and how they do it is common (Caldwell, 2008). However, we have identified the difference of both roles as follows.
Source: (“HR Business Partner vs. Just HR,” n.d.)
Role & Responsibilities
Source:(“The HR Business Partner,” 2021)HRBP’s Typical Duties.
Here are some activities you can expect to be involved in as a HR Business Partner:
• Developing the HR agenda.
• Developing HR strategies, policies, and practices.
• Structuring compensation and benefit packages.
• Improving relations between staff and employers.
• Evaluating staffing needs.
• Overseeing recruitment efforts.
• Managing and allocating HR funds.
• Engaging with heads of department.
according to Njemanze (2016) many organisations have adopted arange of new titles for BPs to signal genuine change in role and capability. However, too often the perception is that thelabel has changed without HR practicechanging too. It is notalwaysclear whatan organisation expects of BPs.
Conclusion
As per the Ultich’s competency HRBP model the HR Business Partner role and responsibilities are becoming more and more strategic, as we are in the digital age and changes happen very quickly. A HR Business Partner must continuously learn and keep new developments with HR and within the business sector. By doing this, the HRBPs help their organizations become more successful. In a word, as a people-savvy and business-savvy HRBP, there can be a strong positive impact on business.
Youtube Link
(Source: myHRfuture, n.d.)
References.
Caldwell, R., 2008. HR business partner competency models: re-contextualising effectiveness. Hum. Resour. Manag. J. 18, 275–294. https://doi.org/10.1111/j.1748-8583.2008.00071.x
HR Business Partner roles [WWW Document], n.d. . CIPD. URL https://www.cipd.co.uk/careers/career-options/hr-business-partner-roles (accessed 8.16.21).
HR Business Partner vs. Just HR: Which One Do You Want To Be? - HR in ASIA [WWW Document], n.d. URL https://www.hrinasia.com/general/hr-business-partner-vs-just-hr-the-difference/ (accessed 8.16.21).
myHRfuture, n.d. WHAT DOES IT MEAN TO BE A HR BUSINESS PARTNER TODAY? Bitesized Learning with Dave Ulrich. URL https://www.youtube.com/watch?v=-VK0axfge4A
[Accessed 15 August 2021].
Njemanze, I., 2016. What Does It Mean To Be A HR Business Partner Today? | myHRfuture [WWW Document]. URL https://www.myhrfuture.com/blog/2019/10/14/what-does-it-mean-to-be-a-hr-business-partner-today (accessed 8.16.21).
The HR Business Partner: A Full Guide, 2021. . AIHR. URL https://www.aihr.com/blog/hr-business-partner/ (accessed 8.16.21).
Ulrich, D., Brockbank, W., 1997. Toward a Synthesis of HR Competency Models: The Common HR “Food Groups” 13.
Posts
A good article Oshadha. The newest theoretical HRPB models can be an inspiration for Organizations to improve their management processes as well as the overall business efficiency.To make it more successful competencies are needed to
ReplyDeleteconstruct HR Business Partnering. Thankyou for sharing.
Thank you Rukmali for your adding
DeleteThis is a very updated well written content , HRBPs tend to work more with the board of directors or C-suite rather than the human resources department. Having a role for an experienced HR professional. Thanks for sharing
ReplyDeleteAgreed Mihirani. Thank you for the adding.
DeleteHR Business partner is great initiative.HRBO is agreat coorninater to bridge the gap between HR and Business units. Also it will prevent HR acting as seperate department . This is new to Sri lanka and essential designation .
ReplyDeleteThank you for your feedback.
DeleteVery well drafted the above article Oshadha, The HRBP's job is to ensure that the organization's HR rules and procedures are in line with the organization's needs, goals, and objectives. Also There is less focus on administration, compliance, and management.
ReplyDeleteThank you for your feedback.
DeleteA new concept and a very interesting article
ReplyDeleteOshada. HRBP basically provide guidelines on Developing, Improving and Evaluating the HR process. Therefore I agree with your view on HRBP being beneficial to organisations.
Thank you for your feedback.
DeleteAgreed Oshadha, although HR Business Partner (HRBP) could be a senior position within Human Resources department, an individual during this role cooperates very closely with their company’s leadership. HR Business Partner is liable for using HR capabilities to support organizational goals. Thanks for sharing this valuable article.
ReplyDeleteHR business partner is an experienced professional who works directly with an organization's senior leadership perhaps sitting on the board of directors to develop HR strategies that closely supports organizational goals. Therefore Oshdha, placing a human resources professional in close contact with higher leadership makes HR more important part of the organizational and its strategies.
ReplyDeleteWell written article Oshada.
ReplyDeleteHaving effective and strategic HRBPs has been proven to support overall organizational functionality (Talent Pulse 2015). These organizations also report increased success in multiple areas, such as employee retention and performance (Talent Pulse 2015).
Good Article Oshada,HR business partner is an experienced human resource professional who works directly with an organization's senior leadership to develop and direct an HR agenda that closely supports organizational goals.
ReplyDeleteThe author well explained about the role of a HRBP and the responsibility taken by the role in playing as a link between senior managers and employees. Which increases the workforce collaboration in achieving the overall organizational objectives. Worth to read.
ReplyDeleteThe role of the HR business partner is to make sure human resource policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership. There is less focus on administration, compliance, and management. Rather than performing the day-to-day trainings or dealing with policy wording or the details of benefits packages and hiring, the HR business partner works with the big picture. The person in this position determines and steers the objectives of the human resources department of the organization, focusing more on developing strategy rather than implementing policy. The HR business partner ensures that HR strategy fits into the organization’s overall business strategy.
ReplyDeleteGood topic to talk and this is a new concept to sri lanka.The HRBP maintains a record of the business unit's financial position, its business plans, its culture and its competition.They know how change happens and how to engage people.
ReplyDeleteAn HR business partner supports business managers in aligning their HR activities with the organization's strategic goals, objectives, and priorities. When it comes to solving business problems, the HRBP looks to the people side of the organization. Business insights, digital integration, people advocacy, strategic aptitude, an understanding of HR, data analytics skills, and excellent stakeholder management are all essential skills to have. Great article, very well summarized.
ReplyDeleteIt is the job of the HR Business Partner to help the company win in the marketplace, not to undertake HR duties like developing purpose and belonging. There is no vision, no purpose, and no teamwork if the organization does not succeed in the marketplace. There is no incentive, no chance, and being a business partner is based on that assumption.
ReplyDelete