Strategic HR Business Partner

Strategic human resource includes practice of attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole. HR Business partner works with leadership team to understand goals and vision of the organization. The role of the strategic HRBP is to understand organization values, vision, goals, objectives and align with its employees to achieve the organization goals.

Evolution of Strategic HR
In earlier days during industrial revolution it was personnel department taking care of compliance, documentation and safety. After that the focus was evolved in direction of equal pay, discrimination and keeping employees happy. Moving further around 1990 as technological revolution took place HR function started becoming global and hence from transactional role in to strategic and global role.

Aligning HR Strategies to Organization mission
The first step is to understand organization vision and values and help employees to understand and implement the practices. For e.g.: If an organization value focuses on customer satisfaction and excellent service then HR function core value lies excellent internal employee’s satisfaction and service. It can be demonstrated to leadership team that implementing such practices helps in achieving the business goals.

Strategic HR Planning

  • What skills and resources are available?
  • Where is the organization going?
  • What are the skill gaps and how do we identify and fill them?
  • How to Increase employee satisfaction?
  • Development of employees

Key Components:

  1. Job Analysis
    Includes Job Requirement, Job Description, KSA (Knowledge, skills and abilities) experience required, performance standard.
  2. Workforce planning
    Create a recruitment strategy to get the best talent and decrease the turnover ratio.
  3. Onboarding
    Orientation is a one- time event which introduces a new employee to an organization and job while onboarding focuses on integration of a new employee in to an organization. It is a long-term process of 3months. Onboarding starts once the candidates accepts the job offer. It needs times and resources to make the new hire feel comfortable and supportive. Hence they can give productive results. Provide detail agenda and clear information about the program, introduction to departmental heads, assigning buddy & mentor, proper onboarding training program to be designed, set up the workstation and take the onboarding feedback.
  4. Performance management
    As a strategic HR business partner it is necessary to identify how the job competencies are fitting with organization and departmental goals & vision. After creating job analysis derive performance standards and define goals. Coaching and provide critical feedback is very essential. Strategic HRBP works in line with leadership team and direct supervisor to understand the employee’s performance and stratification of performance. Rewards & recognition for best performance and disciplinary action for lower performance are to be set.
  5. Training
    The first step is to assess the training needs in each department by collecting data and analyzing data. One of the key role of strategic HR is to see employees are performing at their best and if not help them in performing best by facilitating training. Training evaluation is equally important to measure the ROI of the business results.
  6. Employee Engagement
    Employee engagement is not merely an event or celebration. Employee engagement means from my perspective that employees should feel excited to come to work, feel engaged and enthusiastic about achieving goals. Engaged employees tend to go extra mile for achieving the goals. Engaged employees are high in morale, commitment, motivation and loyalty and which in turn gives good retention, productivity and a good reputation.

    Practices of employee engagement

    • Engagement surveys
    • New hire 3-6- 9 month surveys
    • One-one –one meeting for pulse check
    • Skip-level meets
    • Stay interviews
    • Feedback mechanism to be developed
    • Positive and strong work environment
    • Develop trust in decision making process
    • Providing challenging and innovative work
    • Employees must feel valued and appreciated
    • Growth plans- Career plans, career progression
    • Relationship building with teams and transparent leadership team
    • Professional development program- IDP’s
    • Reward & Recognition

  7. Strategic compensation
    Offering pay as per the market is one of the standard practice. But rewarding an employee who is high performing, loyal and puts extra efforts. Strategic benefits can be designed to make the employee feel valued. Various non- monetary benefits like work from home, gift cards etc. Also timely suggestion from employees and leadership team helps in designing benefits and compensation strategy.
  8. Strategic Culture
    Inbibe the values of an organization in all the HR practices. Values should define culture and it is to be inculcate in all the practices like Performance management parameters can be designed on the basis of values, training programs, Reward programs and create a strategic plan. Organization can use strategically by incorporating their values in everything they do.

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