If you’re looking for a career in Human Resources, you might have heard of the term “HR Business Partner” (HRBP). HRBPs are becoming increasingly popular in organizations of all sizes. We are now seeing just as many HRBP roles open and being recruited for as we have been seeing with the HR Generalist role. But what exactly is an HR Business Partner, and what do they do?
An HRBP is a strategic role within the Human Resources department that focuses on aligning HR policies and practices with business objectives. They work closely with senior leaders and managers to ensure that the organization’s people strategy is in line with its overall strategy. HRBPs are responsible for a range of tasks, including talent management, employee engagement, performance management, performance development, strategic HR processes, and organizational design.
As I have shared in many of my videos through Heyyy HR by Timeka Green on YouTube, I am currently a Global HRBP in the tech industry. During the early part of my career, I figured I could not achieve this role since I live in a very small, southern city. Since so many HR departments have expanded to more remote roles, this dream became a reality for me in late 2021. I noticed that many HR Professionals aim to start their career as an HR Generalist in hopes of growing to an HRBP role. As a result, we’ll look closer at not only what I do, but also what is expected of the HRBP role.
Overall, HRBPs are essential in helping organizations achieve their goals by ensuring that their people strategy is aligned with their business strategy. If you’re interested in pursuing a career in HR, becoming an HR Business Partner could be a great option for you. In the following sections, we’ll dive deeper into the role and responsibilities of an HRBP, the skills and expertise required, and the career path and development opportunities available in this field.
Role and Responsibilities
As an HR Business Partner (HRBP), you play a strategic role in connecting Human Resources with the business side of a company to achieve its goals.
Strategic Planning and Implementation
One of your primary responsibilities as an HRBP is to help your organization become future-ready by focusing on the existing workforce in the organization and preparing them for the future. You need to work with the upper management (i.e. VPs, Directors, etc.) to determine their current HR needs and create strategic ways to improve the relationship between the company’s leadership and its employees. You will lead initiatives in areas such as strategic recruitment in preparation for the recruiting team sourcing and hiring the right talent, compensation, and benefits, performance management (i.e. annual performance reviews, mid-year performance reviews, goal planning, individual development plans or IDPs, etc.) which may include performance improvement (i.e. Performance Improvement Plans or PIP, etc.), organizational design and development, training and development, succession planning, change management, labor relations, and employee relations.
Talent Management and Workforce Planning
As an HRBP, you are responsible for developing HR plans that align with the business strategy and lead initiatives to ensure that the organization has the talent it needs to achieve its goals. You will work closely with the recruitment and/or talent acquisition (TA) teams to help implement goals set by upper management. You will analyze trends and metrics with the HR department to ensure that the organization is attracting, sourcing, interviewing, and retaining top talent. You will also work on developing strategies for employee retention, succession planning, and workforce planning.
HR Policies and Compliance
HR policies and compliance are essential to the smooth running of any organization. As an HRBP, you will ensure that the organization is operating in compliance with labor law and other regulations. You will consult with line management and provide regular (i.e. daily, weekly, and/or monthly) HR guidance to ensure that the organization is following HR policies and procedures. You will also resolve complex employee relations issues and address grievances.
In summary, as an HRBP, you play a strategic role in connecting Human Resources with the business side of a company to achieve its goals. You need to be knowledgeable about HR policies and compliance, have excellent communication and leadership skills, and be confident in your ability to lead initiatives that align with the business strategy. Do not let this overwhelm you because you do have supporting resources when necessary which includes the company’s appointed legal team or in-house employment attorney.
Skills and Expertise
As an HR Business Partner (HRBP), you will need a diverse set of skills and expertise to be successful. This is why it is important to have several years of HR experience prior to becoming an HRBP. As the saying goes, “practice makes perfect” so those years of experience will get you equipped with the skills and expertise to be successful in this role and to avoid burnout. Here are some of the key areas you should focus on to excel in your role.
Interpersonal and Coaching Skills
As an HRBP, you will be working closely with employees, managers, and executives alike. Therefore, it is essential to have excellent interpersonal skills to build strong relationships and trust. You should be able to communicate effectively, listen actively, and empathize with others. Additionally, coaching skills are crucial as you will be responsible for guiding and supporting employees in their professional development. You should be able to provide feedback, set goals, and help employees achieve their full potential.
In addition to helping and guiding employees, managers, and executives rely on the HR expertise of HRBPs as well. You will be their main point of contact for all things Human Resources which can range from a simple address change to restructuring their team to best fit a company’s overall reorganization. This is yet another reason why interpersonal and coaching skills are super important. Your skills will be used in various with varying audiences (or types or levels of employees).
Business Acumen and Strategic Partnership
As an HR Business Partner, you will need to understand the business and its goals to align people strategy with the overall business strategy. Therefore, it is essential to have business acumen and the ability to think strategically. You should be able to analyze data, identify trends, and use key performance indicators (KPIs) to inform decision-making. Additionally, you should be able to develop and maintain strategic partnerships with key stakeholders across the organization to ensure HR initiatives are in alignment. 
Data Literacy and HR Analytics
Data literacy and HR analytics are essential skills for HR Business Partners. You should be comfortable working with data, analyzing reports, and using data to inform decision-making. You should be able to identify trends, develop insights, and use data to drive HR initiatives. Additionally, you should be able to use HR analytics to measure the effectiveness of HR programs and initiatives. By leveraging data, you can make informed decisions and ensure that HR is driving business results.
You need to have a broad range of skills and expertise to succeed. You need to have excellent interpersonal and coaching skills, business acumen, and the ability to think strategically. You should be comfortable working with data and using HR analytics to drive business results. By developing these skills, you can become a trusted advisor to the organization and drive HR initiatives that deliver real value.
HRBP in Organizational Culture
As an HR Business Partner (HRBP), you play a crucial role in shaping and fostering the company culture. Your responsibilities include aligning the organization’s people strategy with its business strategy and helping the business make decisions, especially during times of change. Now, your question is how will you do this? Just keep reading to see the importance of HRBP in organizational culture, and how you can help create a positive employee experience.
Fostering Company Culture
One of the primary responsibilities of an HRBP is to foster a positive company culture. This involves creating an environment where employees feel valued, supported, and engaged. To achieve this, you need to work closely with organizational leaders and executives to develop a clear understanding of the company’s values, mission, and goals.
Once you have a clear understanding of the company culture, you can work with other stakeholders to create programs and initiatives that promote a positive employee experience. This could include employee recognition programs, wellness initiatives, and team-building activities. By fostering a positive company culture, you can help improve employee engagement and retention, which can have a significant impact on the bottom line.
Change Management and Leadership
As an HR Business Partner, you are also a change agent and a strategic partner for the business. You play a critical role in change management, helping the organization navigate through periods of transition. This involves working with organizational leaders and executives to identify areas where change is needed and developing strategies to implement those changes effectively. This could include moving team members from one team with one leader, to moving to a completely different team with a new leader, implementing a new system and/or process, or changes within the company’s goals and overall objectives.
To be successful in change management, you need to have strong leadership skills. This involves being able to communicate effectively, build strong relationships, and inspire others to take action. By doing this successfully, you can help create a culture of change and innovation that can drive the organization forward.
You play a critical role in shaping and fostering the company culture. By working closely with organizational leaders and executives, you can create a positive employee experience, improve engagement and retention, and drive the organization toward meeting its goals. With strong leadership skills and a clear understanding of the company culture, you can be a valuable asset to any organization.
Career Path and Development
As an HRBP, you can expect a clear career path with opportunities for advancement and professional development. In this section, we will discuss the qualifications and certifications required for this role, as well as the advancement opportunities that can become available to you.
Qualifications and Certifications
To become an HRBP, you will need a minimum of a bachelor’s degree in Human Resources or a related field. However, having a master’s degree in HR management or a related field can give you an edge in the job market and increase your chances of being promoted to higher positions.
In addition to a degree, you may also want to consider obtaining professional certifications to demonstrate your expertise and commitment to the field. HRCI’s Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) or SHRM’s Certified Professional (CP) or SHRM Senior Certified Professional (SCP) certifications are both highly regarded in the industry and can help you stand out among other candidates. It can be confusing which to choose, so click here to get clarity on whether you should get the HRCI certification or the SHRM certification.
There are a couple of other options you can take to get started. Course Careers has a program to get HR professionals started with understanding various aspects of the Human Resources career field. Another option is HRCP’s Micro HR Program. Such programs cover topics such as business acumen, strategic thinking, and data analysis, which are essential for HR Business Partners.
Advancement Opportunities
As an HRBP, you will gain skills and exposure in your career that can easily prepare you to progress through various levels of seniority, such as the HR Director, Vice President of HR, or Chief Human Resources Officer (CHRO). Just remember that in order to advance in your career, you will need to demonstrate strong leadership skills, strategic thinking, and a deep understanding of the business.
To achieve these goals, you should focus on continuous learning and development. Attend HR-specific conferences, read HR-related publications (i.e. blogs, magazines, newsletters, etc.), and network with other HR professionals to stay up-to-date on the latest trends and best practices. You may want to consider pursuing an advanced degree or additional certifications to enhance your skills and knowledge, but I’m the first to tell you that anything beyond a master’s degree is a waste of time and money.
Becoming an HRBP can be a rewarding and fulfilling career path for those with a passion for HR and a desire to make a meaningful impact on their organization. With the right qualifications, certifications, and dedication to professional development, you can achieve success and advance to higher levels of seniority within the HR career field.
Key Takeaways
- HR Business Partners (HRBPs) align HR policies and practices with business objectives.
- HRBPs work closely with senior leaders and managers to ensure that the organization’s people strategy is in line with its overall strategy.
- Becoming an HR Business Partner (HRBP) is a great career option for those interested in taking their career to higher heights.
Frequently Asked Questions (FAQs)
What are the essential skills required for an HR Business Partner (HRBP)?
You need to have a combination of soft and hard skills, and excellent communication, interpersonal, and problem-solving skills. You should be able to work well under pressure and manage multiple tasks simultaneously. You should also have a deep understanding of HR policies, procedures, and laws.
What are the typical goals and objectives for an HR Business Partner (HRBP)?
To align HR strategies with business goals and objectives. They work closely with business leaders to identify HR needs, provide effective solutions, create a positive work environment, improve employee engagement, and enhance overall organizational performance.
How does the HR Business Partner (HRBP) model function within an organization?
The HRBP model is a strategic approach to HR management that aligns HR strategies with business goals and objectives. This is the main reason why HRBPs are more common in large organizations that have thousands of employees and organizations that function with executive leaders over business units or verticals that include hundreds of employees. HRBPs work closely with business leaders to identify HR needs and provide effective solutions. They are responsible for developing and implementing HR policies, procedures, and programs that support the organization’s goals and objectives.
How does the role of an HR Business Partner (HRBP) differ from that of an HR manager?
While both roles are essential to HR management, there are some key differences between an HR Business Partner (HRBP) and an HR manager. An HR Business Partner (HRBP) is a strategic role that focuses on aligning HR strategies with business goals and objectives. An HR manager, on the other hand, is a more operational role that focuses on managing HR policies, procedures, and programs. The HR Business Partner role requires a broader skill set and a more strategic approach to HR management.
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