Human Resource Business Partner - HRBP

Human Resource Business Partner (HRBP) is responsible for taking ownership of handling overall HR gamut of functions. The key part of role is developing People Plans that support the business strategy. Working hand in hand with my employees and stakeholders to help build organizational and people capabilities.

It consists of developing, sustaining and maintaining relationships - that’s key to the HR business partner role. Because it is about partnering.

  • HRBP are a trusted business adviser to do the things in a better and strategic way.
  • Change agent by developing new ideas through using technology and new ways of doing things to create good change.
  • Also a relationship builder, bringing the different parts of the organization together to understand what they do and how they can add value, and create value for the organization in the longer term. That creates sustainable business.

HRBPs are facilitators and business consultants, ensuring that the HR value proposition is both relevant and effective. Strategic business partners work closely with business leaders or line managers, usually in the business unit, influencing and implementing both the business and people strategy by aligning HR capabilities across the whole organization.

HRBPs are more likely to drive people strategy for their business area. HRBP in a larger organization will be more focused on enabling business strategy by delivering great people approaches, rather than operational implementation.

Here are some responsibilities you can expect to be involved in as a HR Business Partner:

  • Meeting key stakeholders to discuss people challenges
  • Providing guidance on people practices such as restructures and succession planning
  • Coaching and providing feedback to employees to help improve business efficiency.
  • Enforce best practice for employees which is aligned to goals of organization
  • Work closely with business leaders and line management providing expert guidance on a variety of HR matters.
  • Develop effective HR procedures and policies to reflect business needs.
  • Ensure that managers and staff are fully aware of HR policies
  • Complex employee relations issues grievance, employee counselling and retention.
  • Working on Talent management initiatives
  • Performance appraisal
  • Employee Engagement

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