WHAT IS A HR BUSINESS PARTNER?

Human Resource (HR) business partners are experienced and highly skilled HR professionals who work directly with an organizations’ senior leadership to develop and direct human-resource-related agendas that support organizational goals. The role of a HR business partner goes beyond the HR department, they work closely with the company’s management, perhaps even sitting on the board of directors or collaborating closely with the C-suite.

Having a HR business partner in management allows the organization to gear towards making better HR decisions for the employees and improving organizational strategy. Hiring HR business partners are becoming increasingly popular over the years.

A business partner indicates any form of contractual, exclusive agreement between the parties that represent a commercial alliance. Both parties may be individuals or separate teams, groups, or businesses that agree to collaborative efforts for a two-way beneficial purpose.

WHAT IS THE ROLE OF A HR BUSINESS PARTNER?

They are the individuals who look deeper into HR policies and procedures throughout the organization and determine what would fit the company best according to the business’s top leadership and organizational goals. Think of them as macro view planners who see the big picture instead of the nitty-gritty issues relating to administration, compliance or management.

The HR business partner offers expertise in developing strategies rather than implementing policies. They steer the HR department’s objectives and ensure that it aligns with the company’s overall business strategy, which is a long-term affair. They sort of act as a consultant who is responsible for building relationships and setting parameters for HR decisions.

WHAT DOES IT TAKE TO BE A STRATEGIC HR BUSINESS PARTNER?

When it comes to being a strategic business partner, he or she should possess high levels of leadership skills and be heavily involved in conversations with management regarding the business’s future, missions, goals and overall strategy. The HR business partner is a consultant whose thoughts and ideas are important in decision-making and carrying out organizational goals. 

They must possess a certain set of skills too. A HR business partner has to have great listening skills, critical thinking skills, and solution-articulation skills. They must understand all areas and department functions of the business to effectively carry out their duties as a strategic HR business partner.

THE DIFFERENCE BETWEEN HR BUSINESS PARTNERS & HR MANAGERS

Contrary to what most may know, the role of HR business partners and HR managers are separate functional roles. They represent two different models of conducting human resource services within an organization. 

HR Manager

It is a role that focuses on developing policies and enforcing procedures. This position act as the HR system of a company, from processing payroll, recruiting, hiring, to system administration and more. The HR manager oversees the day-to-day human resources operations and he or she is the person that all HR matters are reported to.

HR Business Partner

The HR business partner, on the other hand, does not have administrative responsibilities over the HR department. Their primary function is to align themselves with the organization’s senior leadership team and other department managers to guide and communicate the company’s overall strategy. 

HR business partners collaborate with the HR department, consulting the executive team on HR issues and new initiatives. They also could have a hand in developing HR strategies that could impact the entire organization.

HR BUSINESS PARTNER SOLUTION

Your company needs a HR business partner. TalenX functions as a business psychologist, giving you access to maneuver your business’s human resource decisions and strategies. Let automation pave the way for greater HR success in the aspect of planning.

We prioritize your challenges and bring solutions that will help you ease into transitioning from running human resources the traditional way to a level up approach. Find out more here.

HR BUSINESS PARTNER RECAP

HR Business Partner: An experienced HR professional who works directly with an organizations’ senior leadership to develop and direct HR agendas that support organizational goals.

HR Business Partner Position: Work closely with the company’s senior leadership, perhaps even sitting on the board of directors or collaborating closely with the C-suite.

Business Partner: Any form of contractual, exclusive agreement between the parties that represent a commercial alliance. Both parties may be individuals or separate teams, groups or businesses that agree to collaborative efforts for a two-way beneficial purpose. 

Roles of a HR Business Partner:

1. Look deeper into HR policies and procedures throughout the organization and determine what would fit the company best according to the business’s top leadership and organizational goals.
2. Offers his or her expertise in developing strategies rather than implementing policies. 
3. Steer the organization’s objectives of the HR department and ensure that it aligns with the company’s overall business strategy which is a long-term affair.
4. Acts as a consultant who is responsible for building relationships and setting parameters for HR decisions. 

What it takes to a HR Business Partner:

• Strong leadership skills
• High communication skills
• Analytical decision-making skills
• Visionary minded
• Great listening skills
• Critical thinking skills
• Solution-articulation skills

The differences between HR Managers & HR Business Partners:

HR Manager

• Focuses on developing policies and enforcing procedures
• Accountable for HR systems of a company, such as processing payroll, recruiting, hiring, system administration and more
• Oversees the day-to-day operations of the HR department and he or she is the person that all HR matters are reported to

HR Business Partner

• Looks deeper into HR policies and determines what would fit the company best according to the business’s top leadership and organizational goals 
• Aligns themselves with the organization’s senior leadership team and other department managers
• Guides and communicates the company’s overall strategy
• Collaborates with the HR department, consulting the executive team on HR issues and new initiatives
• Initiates HR strategies that could impact the entire organization

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