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The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence. The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
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HR BUSINESS PARTNER:
CRITICAL
ROLE
HR Business Partner Why is the HR Business Partner a mission critical role in Human Resources?
Content 1. About creative HRM
2. David Ulrich’s HR Model
3. HR Business Partner
1. Role of HR Business Partner
2. Benefits of HR Business Partner
3. Risks of HR Business Partner
4. Why is HR Business Partner a mission critical role?
4. Summary
ABOUT CREATIVE HRM
1
About Creative HRM 1. Creative HRM is a website fully devoted to
modern and agile HR Management.
2. It covers all HR Processes like the Talent Acquisition, Compensation and Benefits, Organization Design, Training and Development, Leadership Development, Employee Relations and HR Development.
3. Creative HRM is a source of the contemporary HR practices focused on building the competitive advantage for your business.
Click to visit!
DAVID ULRICH’S HR MODEL
2
David Ulrich’s HR Model
1. HR Business Partner 2. Change Agent 3. Administration Expert 4. Employee Advocate
David Ulrich’s HR Model
HR Model
HR Business Partner
Change Agent
Employee Advocate
Admin Expert
Focus Area
HR BUSINESS PARTNER
3
Role of HR Business Partner 1. HRBP is a sales person of Human Resources. HRBP represents HR at
the internal clients, works with them, sells solutions of HR and brings requirements back.
2. HRBP shares goals and objectives of Human Resources and of the internal client. This makes a role of HRBP highly complex.
3. HRBP leads HR processes for the internal clients as all employees are hired, performance management is smoothly running, succession plans developed and the top talents are identified.
4. HRBP proactively collects requirements and identifies issues. HRBP design a plan with the internal client and asks for the help from HR CoEs.
5. HRBP combines existing HR solutions and requests adjustments from HR Centers of Excellence.
6. HRBP leads projects for the internal client and involves employees from HR CoEs to ensure that the solution is universal for the entire company.
7. HRBP has a decision making power, which is delegated from the HR Management Team.
Benefits of HR Business Partner 1. HRBP is a single point of contact for internal clients and keeps track of all
requests and open items on the agenda. 2. HRBP knows the internal client and can choose the right negotiation
approach to implement common HR solution.
3. HRBP understands the business of the internal clients and can represents the interests of the client in Human Resources.
4. HRBP can adjust the HR schedule to reach goals and avoid frustrating the internal client.
5. HRBP can design custom tailored solution in case of the urgent need of the internal client.
6. HRBP can build cross functional teams working on complex organization wide solutions.
7. HRBP know top talents and can implement cross functional talent development programs.
Risks of HR Business Partner 1. HRBP can forget to represent HR at a client; he can start representing the
client in Human Resources.
2. HRBP can change goals and objectives of HR to support just one internal client not the entire organization.
3. HRBP does not have to recognize the priorities right and HR can work on difficult projects, which are not beneficial for the company.
4. The unskilled HRBP can overload CoEs and can put all priorities in a danger.
5. HRBP is not able to negotiate with other HRBPs to achieve a win-win solution.
6. HRBP and CoE cannot agree the solution to be presented to the internal client.
7. HRBP can push an issue by saying “it is for the client”.
Why is HR Business Partner mission critical role?
1. The skilled HR Business Partner helps to internal clients find the best solution without Human Resources.
2. The HRBP can help to utilize workforce the optimal way. 3. HRBP can balance ideas of the HR Management Team with
the feedback provided from the business. 4. HRBP can help to set the goals and objectives of Human
Resources to reflect the real needs of the company. 5. HRBP knows employees of the internal client and can find
the right development programs for them and can move them internally to new positions.
6. HRBP can lead projects and utilize knowledge gained from internal clients.
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About Creative HRM 1. Creative HRM is a website fully devoted to
modern and agile HR Management.
2. It covers all HR Processes like the Talent Acquisition, Compensation and Benefits, Organization Design, Training and Development, Leadership Development, Employee Relations and HR Development.
3. Creative HRM is a source of the contemporary HR practices focused on building the competitive advantage for your business.
Click to visit!
