If you are just starting in HR or already juggling HR tasks like a pro and want to get become a successful HRBP someday, here is an article in simple words that you can use as a reference document to becoming an HR Business Partner (HRBP) that everyone at work adores. Let’s dive into the magical world of HR business partnering, where you can make a real difference, one employee at a time.
What’s an HRBP anyway?
HR Business Partners (HRBPs) play a vital role in shaping a company’s strategy by aligning human resources practices with the overall business objectives. An HR Business Partner is a special kind of helper in a company. They are part of the Human Resources (HR) team and work closely with the people who run the company, like managers, function/business unit heads, directors, etc. Their job is to make sure that the company’s goals and the needs of its employees match up perfectly. Human Resource Business Partner is like the wise mentor who helps everyone work together, and, better. They are like a bridge between the company’s goals and the people who make those goals happen. They…
– Align HR with business strategy: Making sure everyone’s rowing in the same direction. HRBPs help create people plans that guides how the company will grow and succeed.
– Coach, consult, engage, help: Like a wise owl, giving advice to leaders on how to manage their teams. They talk to the managers to understand what they need and how to help their teams to do better. For example, if a manager wants to improve teamwork, the HRBP suggests ways, and helps them make it happen. When there are people related issues, HRBPs step in to find solutions. They listen to everyone involved and help come up with fair answers. The job is to ensure that all employees feel welcome and valued, no matter their background. This helps create a positive workplace where everyone can thrive.
– Drive talent management: Finding, growing, and keeping the best talent, like a plant whisperer for humans. They are always thinking and working towards improving ways to hire new people, train them, maintain superior performance and keep everyone engaged at work.
Tip 1: Spend more time with the business you support and less with your own function (HR) to amplify your success in the role of an HRBP.
Essential skills of an HRBP
Imagine if HRBP skills were like a superhero costume. Here’s what you’d need to stich it:
A. Strategic HR leadership
- Vision: Understand and visualise the big picture, the destination you want to sail or embark on. Like putting the right address on google map before starting your drive.
Vision sounds like a heavy word, but all you need to know is where the organisation is aspiring to go in long term and what you need to do on a daily basis to make it happen. This is where the HR strategy comes in handy, as they are aligned with the organisational objectives.
- Influence: Convince the captain and crew to embrace new strategies.
Your communication and ability to connect with people across all levels comes in extremely handy here. Mind it, it is nothing like being an influencer on social media, you are not howling in the void here and rather talking to real people, and you are expected to talk sense. If you have a sense of superiority, or you are a chronic procrastinator, or if you struggle with being humble and lack compassion; its gonna take a lot of hard work. Difficult, not impossible. Consider it half done, if you already acknowledge it.
- Problem Solving: When there’s a storm, you might be the one steering the ship.
You own the problem from the past and the one which is about to come;even if it has nothing to do with your scope of work. You’ll own all of it, totally or in partnership with the business leaders, but you are going to be a key player in resolving the matter. Like google maps, the expert navigator.
Tip 2: Resolving problems helps you build credibility & trust, and people tend to get influenced by the ones they trust.
B. Business alignment
· Business Savvy: Understanding the company’s business like it’s your favorite game.
It would be easy if you are passionate about the sector, domain or the business that your company is into. But often, you don’t get to work with a business you always wanted to work with. Problem not, its just another job. Learn and understand about the business from the teams that you support and you never know you might start liking it. Even if you don’t, you MUST understand the business like you know the answer of 12 multiplied by 13. 157, it is. Learn, once you know it, you’ll know it.
· Data Detective: Use metrics and analytics to make decisions, not just gut feelings.
There is so much of data out there and you need to know how to make sense of all the information you have. Whether you are using historic analysis, or predictive, or social analysis; dig deep, challenge the info you have on hand, look for patterns and themes and once you have all your questions answered, use that info to make decisions. And while you are doing that, please remember that only 20% of information is in those spreadsheets, the rest is out there, in conversations, and between the lines.
Let me say it here again, as I mentioned it in one of my previous articles, something that I learned from my exCHRO Abhinav Chopra from Viacom18 — ‘always use gut + data to make people related decisions’.
C. Talent management strategies
· Talent Scout: Spotting potential like a scout at a sports game.
Just like a scout at a sports game who watches players to find the best talent, HRBPs are always on the lookout for individuals who can contribute to the company’s success. You need to identify skills by analysing resumes and conducting interviews to find candidates with the right skills and potential. Would be great for you to attend job fairs and networking events, connecting with potential candidates and understanding their strengths, much like a scout building relationships with players and coaches.
· Development Guru: Help people grow, like watering a garden.
HRBPs act like gardeners who nurture plants to help them grow. In the workplace, they focus on employee development by creating learning & development opportunities. Just as gardeners provide water and nutrients, you design training programs that help employees learn new skills and improve their performance. This ensures that employees have what they need to thrive in their roles. You also offer constant constructive feedback to employees, helping them understand their strengths and areas for improvement, similar to how gardeners prune plants to encourage healthy growth.
· Retention Architect: Build an environment where people want to stay, not just work.
Finally, HRBPs are like architects who design a comfortable home where people want to live. They focus on creating a positive work environment by fostering company culture. HRBPs promote values and behaviors that make the workplace enjoyable and inclusive, just like an architect designs spaces that feel welcoming and safe. They develop programs that recognize employee achievements and promote work-life balance, ensuring that employees feel valued and want to stay with the company.
D. Change Management Skills
In times of change, whether due to organizational restructuring or shifts in market conditions; HRBPs act as change agents. They guide teams through transitions by communicating effectively about changes, addressing concerns, and ensuring that everyone understands their roles in the new landscape. Your ability to understand and effectively lead Change is going to be one skill that you are going to be of great use, specially in modern world, learn it.
Tip 3: Many good HRBPs do not have formal training in Change Management, better for you to learn it to climb the career ladder faster.
E. The so called, ‘soft skills’
· Communication: You need to talk clearly with everyone, from managers to employees, so that everyone understands each other. One important job you have is to translate business jargon into human talk everyone can understand.
· Problem-Solving: When challenges arise, HRBPs must think quickly and creatively to find solutions.
· Understanding People: They should know how people feel and what motivates them so they can help create a supportive environment.
· Business Knowledge: A good HRBP understands how businesses work and what they need to succeed.
An HRBP’s daily adventures
On a daily basis, these are the multiple roles HRBPs play :-
- Numerous syncs: With business and HR leaders to keep everyone on the same page.
- Conflict Resolution: Being the peacemaker in team disputes. Remember, it’s not about winning; it’s about harmony.
- Talent Acquisition: Like fishing, you need the right bait (job description) to catch the best fish (candidates).
- Training: Equipping employees with skills, turning them into master of their trade.
- Culture Champion: Cultivating a workplace culture where people don’t just work, they thrive.
- Policy Guru: You are always foreseeing and adapting to changes in laws, or company policies before they become issues.
- Succession Planning: Like planting acorns for future oak trees, you are preparing for leadership transitions.
- HR Analytics: Using data to tell stories, not just numbers. It’s like turning data into a spell for better decisions.
- Employee Feedback Loops: Regular check-ins, like watering plants, keeping the workforce healthy and vibrant.
- Communication Channels: Opening lines like a good plumber, ensuring no information gets clogged up, or leaked.
- The Compliance Giant: Staying updated with laws is like keeping your armor polished; it protects you and the company.
- Engagement Drop: When motivation dips, think of it as a garden needing more sun; find new ways to inspire and engage.
- Change Resistance: Some people fear change like dragons fear knights; you are showing them the treasure at the end of the change journey.
Tip 4: Understanding of business and relationship with stakeholders, that’s the key to success in the role of HRBP.
Key takeaways: Your HRBP toolkit
- Be the Bridge: Connect business goals with human capital.
- Master the Metrics: Use data to guide your actions, not just to fill reports.
- Cultivate Culture: Make the workplace a place where everyone wants to be.
- Navigate Change: Lead with foresight and empathy.
- Empower Through Education: Teach, don’t just tell.
Remember, being a great HRBP is like being the hero in everyone’s workplace story. You’re not just managing human resources; you’re enhancing human lives. With this toolkit, you’re well on your way to becoming that hero. Now go forth, and make your mark in the corporate world!
This article was first published on 29th January 2025 on Medium. Here is the link – https://medium.com/the-people-room/what-does-a-great-hr-business-partner-look-like-e9e74629618f
