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Why Engage a HR Business Partner


Often, once a strategic plan has been created by executives, it fails to be put into place. Having HR step in can be a huge help, because they know so much about people. However, MD's are just now starting to realise the potential of HR professionals as business partners.

What Is a Human Resources Business Partner?


An HR Business Partner (HRBP) is a professional who has a lot of experience in the HR field and works closely with leaders in the company to support organisational goals. They are responsible for aligning business objectives with management and employees and is the link between HR and the business. They advise and support managers on strategic issues and help them implement high-performing, integrated human resources practices. 

Partners tend to work more with the board of directors rather than the human resources department (if a business has one).

What Are an HRBP’s Primary Functions Within an Organisation?


The main purpose of an HR business partner is to use HR capabilities to accomplish company-wide goals, so the duties and responsibilities of an HRBP may vary depending on those goals.

An HRBP supports business managers by aligning HR activities with organisational strategy. They help solve business issues through the people side of the business. 

A few key areas HRBPs should become well-versed in include:

1.   Change management: Accelerating change in order to meet business imperatives.

2.   Organisation engineering: Understanding how organisations work and best practices for success.

3.   Culture management: Driving the culture and ensuring everything the company does, aligns with its culture.

4.   Inclusion: Fighting for every employee, regardless of race, gender, sexual orientation, age, religion, etc.

5.   Marketing: Leveraging employees as brand ambassadors and a powerful source for recruiting.

Skillset of a HRBP


Business Acumen

This involves a strong understanding of the business functions and priorities, and centre's around the understanding of and dealing with business risk or opportunity.

Strategic Leadership

All the required competencies to be an HRBP include thinking about big picture changes for the organisation and how to tactically achieve them. Effective strategic aptitude assessments are critical to success in the role. 

HR Understanding

An HRBP should have a deep understanding of HR processes and activities. This is a basic requirement to provide the business with advice and to implement plans. They should be able to connect business challenges to HR activities and outcomes. 

Analytical Skills

As someone who is responsible for analysing and creating plans to meet goals, it would only make sense that the HRBP needs to be able to use dashboards and reporting to analyze data and provide insight and takeaways from that data. 

Stakeholder Management 

An HRBP promotes HR initiatives to the leadership within an organisation, so they need to possess excellent stakeholder management. Stakeholder management is the process of maintaining good relationships with the people who have the most impact in the workplace. Communication and collaboration with these individuals is a vital part of getting them “on board” with a strategic initiative.

Human Resources at a High Level: How to Get Leadership Buy-in

 

HRBPs are strategic business partners involved in the success of organisations, and not just hiring, firing, and traditional HR roles. 

If senior leaders need to be convinced of the value of having an HRBP role, presenting solid, measurable metrics is key to demonstrating how strategic HR initiatives can impact a company’s bottom line. 

Some examples of strategic HR metrics are monthly turnover rate, revenue per employee, human capital cost, promotion rate, employee satisfaction indicators, retention rates, and time to hire. Gathering data and providing solutions for how these metrics can be influenced is the best way to speak the language of business leaders and to develop a relationship with key executives. 

One way to bring leaders’ attention to the need for HR strategy is the topic of employee engagement. Employee engagement is a complex HR challenge which requires high-level strategy to address. Increasing employee engagement has been proven to help organisations retain talent, increase customer loyalty, and improve organisational performance and stakeholder value.

Rosia Bay can provide your strategic HRBP through its association with People Puzzles. As a Regional Director, we support businesses in need of this strategic appointment across the Midlands.

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