HR Business Partnering - A Challenge
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HR Business Partnering - A challenge

 
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HR Professional USA
See interview of Joy  Leo
Recently I received a survey questioneer from a management student who was trying to understand more on Human Resource Business Partnering (HRBP). I like to share some knowledge on the subject from my experience and what I learnt.

It is still a GAP (generally accepted practice) in India that HR department is a cost centers and need to be in place only when the total employee strength is 100 or more. Today HR is proving to become more of profit centers and helping to deliver effective solutions to maximize business performance.

HOW THEY DO IT?

1) Focus on the outcome and not the process

2) Measure results and not just performance

3) Helps to resolve business problems

4) Ensure HR stratedy aligned with business strategy

DIFFERENCE BETWEEN HR AND HRBP

The major difference between a usual HR Manager and a HRBP is that, HR Manager is more of a Administrator, Ower of HR process and policies and HR issues, Support Manger, Functionally focused and Internally focused operation. Whereas a HRBP is just the opposite and is more of a Change agent, Business Focused, Technical Expert, Customer focused and externally and internally focused.

The introduction of HRBP was a fundamental part of the new HR model. They become an intergral part of the service delivery model, building alignment between the HR function and business goals and requirements and supporting and commissioning HR service to meet BUSINESS NEEDS. They are also a key driver to help make the change by supporting LINE MANAGERS through the introduction of new HR systems, supporting the implementation of the new HR arrangements and improving the development of HR policies and systems. The key to this change in HR is to establish a positive and mutually reinforcing relationship between HR and line management through which HR would be seen as a part of business delivery and supporting business stertegies.

MANAGEMENT EXPECTATIONS ON HRBP

1) Demonstrate the HR functions be focused and aligned with business goals.

2) Be a change agent

3) Add value to business discussions.

4) Help line managers meet their goals by improving service delivery.

5) Develop strategies and policies and implement them for the future.

6) Coach and Educate line managers to deliver.

7) Be a reliable and credible pratner in business.

8) Identify and deliver skill based training that refocus the energy to meet business needs.

9) Lead actions rising from surveys and employee suggestions and make sure to put employees at the heart of change agenda.

10) Play a key role in managing employee relations (allow line managers to concentrate on delivery than managing people issues).

WHAT ARE THE ADVANTAGE OF BEING A HRBP PROFESSIONAL OVER HR MANAGER?

1) Opportunity to have more strategic inputs.

2) Helps understand more on business context

3) Act as a change agent

4) Accountable for line manager's people decisions

5) Customer focused

6) Work more on skill improvement that helps improve quality delivery on time.

HOW TO BECOME A SUCCESSFUL HRBP.

1) Learn the business inside-out

2) Build great relationship

3) Build credibility

4) Be at the leading edge of HR and deliver what you promise.

It is a challenge for any HR Professionals to become a HRBP. Earning business credibility is not an easy task. But is gives an opportunity to understand and tackle business issues. It is not a function of a regular HR professional but reinforces ways for HR business partners with the strategic processes that relates to both the direction and the delivery of business objectives.

All the best.

Joy Leo

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