What Is An HR Business Partner (HRBP)?

A HR business partner (HRBP) is a professional HR expert, brought on board to help create and effectively deliver a HR strategy that allows an organization to thrive, grow and meet its goals. An HRBP is involved at a senior management level, aligning a company’s people and business strategy.

This article will take you through the responsibilities of an HRBP and the skills and competencies they bring to the table. It will also explore the difference between an HRBP and traditional HR, along with the advantages and challenges of using an HRBP. This insight will help you to evaluate whether hiring an HRBP is the right move for your business, or whether HR software will fulfill your needs.

Key responsibilities of an HRBP

An HRBP will likely be responsible for the following core tasks:

• HR process strategy - an HRBP will implement an HR strategy that aligns with an organization’s goals and objectives. They will be responsible for an efficient recruitment process and for managing employee retention - and may also look at remuneration & benefits and organizational structure.

• Staff development & training - capacity building is a key element of employee growth and satisfaction. An HRBP will implement tailored professional development for employees and managers. This will lead to productivity increases, valuation creation and happier, more content and supported staff.

• Collaborating with executive management - an HRBP should be a business partner to senior management, which means they are involved in executive management decisions. Through this strategic view, they are able to deliver an HR strategy that aligns with company needs.

• Driving change - an HRBP will be responsible for change management processes, particularly those around the digitization of systems and introduction of new software - eg. online recruitment and onboarding processes.

• Employer branding - an employer’s brand or reputation is essential to attracting top talent. An HRBP will reinvigorate company culture and communicate it to increase awareness and create a respected organizational image.

Skills and competencies of an HRBP

To effectively elevate HR practice within a company, an HRBP will require the following skills and competencies:

• The ability to take a high-level strategic view - an HRBP needs to be able to see the whole company picture, so people and company goals can be aligned to support each other in the most effective way.

• Comfort with being involved in key decision-making - an HRBP needs to be able to act as a sounding board for executive management so that HR is embedded at a senior strategic level and not siloed.

• Good budget management skills - these are required to ensure that they make the most of resources through strategic investments.

• Well-versed in using HR tools - an HRBP will drive change in the people management culture of an organization. This will involve using HR tools to streamline processes, so digital literacy in using these is essential.

• The creativity to refresh the image of a company’s culture - it takes inspiration to rebrand and promote company culture, so an HRBP needs to be innovative and creative.

• Good people management and communication skills - it is vital that an HRBP builds a close relationship with and is trusted by employees as well as senior management - the respect of both is essential to ensure success in implementing new HR policies.

HRBP vs traditional HR roles: what’s the difference?

Like an HRBP, a traditional HR manager is responsible for workforce planning, recruitment, training, employee management and retention strategies. An HR manager, however, often sits within a separate HR department and HR strategy can seem disconnected from business strategy.

An HRBP works at a higher, executive level, ensuring that HR and business strategy align and support each other. An HRBP may well have more business expertise, so they can effectively influence operations at a strategic level.

Traditional internal HR departments and roles tend to focus on day-to-day issues and discrete tasks, rather than being given a strategic role.

Advantages of the HRBP model

Hiring an HRBP means that, instead of being a separate, expensive and largely administrative department, HR management becomes a key aspect of business - creating greater value and contributing to company profits.

Headline advantages of using an HRBP include:

• Implementation of a continuous and optimized recruitment cycle - including streamlined pre-employment experience, increasing applicant satisfaction and contributing to company reputation.

• Effective onboarding systems - to get employees inducted and trained in the basics needed so they can hit the ground running.

• A strategic view of workforce planning - so hiring can be handled in the most effective and efficient way.

• Integration of HR and business management - so that HR can take the holistic and strategic view needed to effectively support business goals alongside employee needs.

Challenges of implementing the HRBP model

Despite all its benefits, implementing an HRBP model may not be without its challenges. Potential issues include:

• The degree of buy-in from executive management - for the work of an HRBP to be successful, it is essential that executive management are on board with the process and willing to integrate HR at a senior level to enable it to support the strategic goals of the business.

• The chosen HRBP being a good match for the company - an HRBP needs to be committed to the process and to understanding and meeting the company’s HR and business needs. It must be willing to build a relationship with senior management and employees, as engaging at all levels is vital for the implementation of a successful HR strategy.

• The right environment for change - as well as executive management, employees must be open to new ways of working, embracing new HR policies and making the most of new training & development opportunities.

Should you hire an HRBP?

When deciding if hiring an HRBP is right for you, consider your current HR setup and whether you feel you are successfully meeting your business goals through an aligned HR strategy. Also, consider your company size and its needs.

Whilst you may require assistance to streamline your approach to HR, it may be that HR software will suffice and that hiring an HRBP is an unnecessary expense. Bigger companies with a large number of employees will likely benefit from using an HRBP to ensure their HR aligns and supports their business objectives, whereas a smaller company or startup may be able to manage this itself, after investing some time in reviewing existing practices and organizing via software.

HR has long been siloed and viewed as a drain upon company finances, however, when considered strategically and effectively optimized, HR takes ownership of its essential role in productivity and profit.

Investing in HR, whether this is through new software tools or by going a step further and hiring an HRBP, is essential for attracting and retaining the top talent needed to make your business successful.