However, firms need to recruit employees with the knowledge and abilities to analyze the data that the automation software enters. •You’ll be responsible for the successful delivery and management of HR processes and initiatives, as per your assigned Business Units/ Groups. Tackling barriers to work today whilst creating inclusive workplaces of tomorrow. Sign up for Workable’s 15-day free trial to post this job and hire better, faster. An experienced recruiter and HR professional who has transferred her expertise to insightful content to support others in HR.
What is an HR Business Partner?
HR then becomes a strategic partner, focusing on broader organizational challenges and long-term people strategies rather than getting tied down with routine issues. This involves identifying training needs, aligning training programs with business goals, planning for the right size and type of workforce, and developing talented individuals for key roles. The qualifications for this position are similar to those of an HR business partner. However, a people partner usually has more interactions directly with employees and needs to develop rapport with them.
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According to Payscale, a New York-based junior HRBP with one to four years experience can earn $81,220 annually, while in Houston, Texas, that figure is $69,750. Prior to joining Kumospace, he spent his career founding and operating businesses. A wholehearted extrovert, he organizes VentureSails, a series of networking events for founders and tech investors.
- “A client’s Sales was struggling with high turnover in an entry-level role.
- According to Aditya Roy, Senior Consulting Manager at Cognizant, the HR tech ecosystem is still not unified, and this is where HRBPs can bring tremendous value.
- During the COVID-19 pandemic and beyond, HR specialists were at the forefront of the effort to keep operations online.
- Before they talk to the manager, they look at the data from turnover to learning and development rates to see where the manager needs help.
- While the HRBP should be a strategic partner and businesses should see them as such, this is not always the case.
Excel as a strategic HR Business Partner
An HR business partner has a strategic and compliance focus, while people partners concentrate more on workplace culture, professional development, and employee performance. An HR business partner handles hiring, employee relations, benefits, professional development, and compliance management. Their HR People Partner job focus is on finding, managing, and developing the employees the company needs to achieve their long-term goals and compete in their industry. This role focuses on creating a positive workplace and giving employees the support they need to perform at their best. Workplace wellness, work environments, and company culture are essential for employee retention, performance, and overall office success. Trends like “quiet quitting” show the impact employee satisfaction has on a company.
People advocacy
- HR Business Partners have a strategic focus, work closely with business leaders, and have a broader organizational scope.
- Traditional HR roles have a broader focus, while HR business partners focus on employment strategies and policies and ensure HR operations support overall company goals.
- Jessie Lambert, Director of HR at Mistplay explains how an HRBP helped revamp the employee onbaording experience.
- An HRBP contributes to creating an organizational culture that empowers people to do their best work.
- It’s more like a collection of experiences that help HR professionals develop their skills, knowledge, and talents.
- An HRBP should clearly understand how current and future challenges affect the people in their organization.
For example, when the business is looking to open a production facility in Indonesia, you need to consider different data than when you have an attrition problem in your North American facilities. Correspondingly, HR Business Partners know their organization’s sources of competitive advantage, market value, competitors, unique selling points, and market share. Furthermore, HRBPs possess a deep understanding of all relevant stakeholders, which enables them to contribute to their organization’s success.
- Senior HRBPs, like Vice Presidents of HR or senior HR managers, usually have a more strategic role and lead business conversations.
- If an HR Business Partner for a printer manufacturer doesn’t understand the printer business, they won’t be successful in the role.
- The HR Business Partner is a strategic liaison between HR and the business.
- An HR Generalist handles a wide range of day-to-day HR tasks, such as recruitment, onboarding, employee relations, and compliance.
- An HR business partner job may be a better fit if you have a strong understanding of your chosen industry, excel in analytical and strategic thinking, and have an academic background in HR.
They contribute to the strategic direction of the organization and provide guidance on people-related matters. They also play a key role in talent management, including workforce planning, succession planning, leadership development, and employee engagement initiatives. The main difference between an HR Generalist and an HRBP lies in their scope and focus. An HR Generalist handles a wide range of day-to-day HR tasks, such as recruitment, onboarding, employee relations, and compliance. In contrast, an HRBP works more strategically, collaborating with senior leaders to align HR practices with business goals and driving initiatives that impact organizational performance. While both roles are important, the HRBP operates at a higher level of influence within the company.