An experienced human resources professional known as an HR business partner collaborates closely with senior leadership inside an organization to create and implement an HR agenda that is well aligned with those objectives. Instead of serving largely as a member of the internal human resources team, the HR business partner collaborates often with senior leadership and may even serve on the board of directors. HR becomes a part of the company strategy when a human resources professional is in close touch with executive leadership.
HR business partner vs. HR manager
The HR manager's duties mostly involve creating policy and upholding procedures. Systems including processing payroll, hiring, recruitment, and system management fall within the purview of this function. The HR department is managed by the HR manager. The HR business partner, on the other hand, is not in charge of running a certain department. In order to assist direct and explain the overall corporate strategy, he collaborates with department managers and the senior leadership team of the business. He works closely with the HR division, consults with the executive team on HR-related matters, and is involved in creating HR initiatives and strategies that have an impact across the board for the company.
Responsibilities
An HR business partner performs a crucial role, serving as a link between the strategic goals of a business and the people responsible for getting the company where it needs to be.He meets weekly with the relevant business departments. Consults with line management and, if necessary, offers HR advice. in collaboration with the HR team, analyzes trends and analytics to create programs, solutions, and policies. manages and resolves difficult issues relating to employee relations.
8 Skills HR Business Partners Need for Success
- Intellectual curiosity and empathy: HRBPs must have a desire to learn all aspects of the business and understand its goals.
- Problem-solving: HRBPs must be comfortable working with business leaders and managers to address any workforce challenges or issues.
- Risk-taking and courage: HRBPs must be comfortable saying “no” and offering alternative opinions to business leaders.
- Digital acumen: HRBPs must have the ability to analyze and interpret data
- Business-language knowledge: To ensure credibility, HRBPs need to be able to speak “in business.”
- Change-management skills: HRBPs must be able to identify in advance where and when change management will be needed
- Discretion: Business leaders need to trust their HRBPs with sensitive, “insider” information.
- Networking skills: involve interacting with people. To get better at networking, though, you’ll need to develop the right networking skills such as active Listening, Communication Skills,Non-verbal Communication,Interpersonal Skills,Humour, Respect,Confidence,Emotional Intelligence,Positivity and others interactive skills You will gain a deeper understanding of the HR Business Partner idea and its importance in today's business through our HR Business Partner training programs
