Introduction:

For over 14 years, I have worked in the field of Human Resources, primarily as an HR Generalist and HR Business Partner. In this blog post, I aim to provide a comprehensive understanding of what an HR Business Partner does. I will cover the basic definition of a business partner, the different roles that make up an HR Business Partner, and the competencies required to be effective in this role. While the focus of this post is on HR as a career, I will also include a link to another video that offers career advice applicable to any profession.

The Functions of Human Resources:

The Human Resources function encompasses several important sub-functions, including workforce planning, recruitment and selection, organizational development, learning and development, remuneration and benefits, and industrial relations or employee relations. Depending on the organization, there may be additional functions or different names, but these are the main ones.

Defining an HR Business Partner:

An HR Business Partner is an experienced HR professional who closely collaborates with the leaders of an organization or a specific department to help them achieve value through their people. In a for-profit organization, the HR Business Partner’s role is to maximize employee contributions to the bottom line. The required experience for an HR Business Partner varies depending on the company, but typically, four to five years of solid HR generalist experience is necessary.

Roles of an HR Business Partner:

As an HR Business Partner, you are assigned a client group or portfolio and are responsible for addressing their HR needs. This means handling any queries or concerns that leaders or employees have regarding HR matters. The size and complexity of the client group can vary, and it does not necessarily correlate with the amount of work involved. Some smaller groups may have unique demands that require more attention. Therefore, an HR Business Partner needs to be competent in various components of HR.

HR Business Partner as an HR Generalist:

HR Business Partners are often referred to as HR Generalists because their role involves a wide range of activities. The size of the organization determines the extent to which an HR Business Partner acts as a generalist or a specialist. In smaller organizations with limited HR departments, the business partner is more likely to be involved in all aspects of the employee life cycle. However, in larger organizations with specialized HR teams, the business partner is supported by these specialists while remaining the main point of contact for their allocated area.

Key Roles of an HR Business Partner:

An HR Business Partner must fulfill several key roles, including being a strategic partner, crisis manager, and coach. As a strategic partner, the business partner works closely with business leaders to understand how to support their deliverables. This involves gaining a deep understanding of the organization’s operations and its talent needs. The crisis manager role requires handling various crises, both large and small, such as managing the impact of the COVID-19 pandemic or addressing employee performance issues. Lastly, as a coach, the HR Business Partner works closely with senior leaders, providing feedback and guidance to improve their leadership skills.

Competencies for Success as an HR Business Partner:

To be successful as an HR Business Partner, several key competencies are essential. These include business acumen, problem-solving, and communication skills. Business acumen involves understanding the organization’s operations, financials, and future trends that may impact the business and its people. Problem-solving skills are crucial for addressing issues and finding effective solutions while considering employment legislation, organizational policies, and equity. Effective communication is vital for presenting messages to large groups, as well as having difficult conversations with leaders and employees. It also involves influencing decisions and managing conflicts.

Conclusion:

The role of an HR Business Partner is multifaceted and requires a combination of skills and competencies. By being a strategic partner, crisis manager, and coach, an HR Business Partner contributes to the success of an organization by maximizing employee contributions to the bottom line. Developing competencies in business acumen, problem-solving, and communication is crucial for excelling in this role. Whether you are already an HR Business Partner or aspire to become one, adopting a T-shaped model for your career, with a wide range of skills and a deep specialization, can help you thrive in this challenging role.

About the Author:

Andrew T is an HR professional based in Australia with extensive experience in helping employees with their careers. He believes that every employee can add value to an organization and improve their job performance. Through his content, Andrew aims to provide valuable insights and guidance to support career growth.