HR Business partner

HR Business Partner is a strategic role in the field of human resources management that involves providing strategic and advisory support to executive leadership and company management regarding issues and challenges facing employees and HR.

The function of a human resources business partner goes beyond the routine management of employees, as it addresses the strategic and development aspects of human resources and is not limited to executive tasks only. 

An HR Business Partner has various responsibilities in the company. Gartner, a research and analysis company, has identified four roles that demonstrate the diversity of these responsibilities performed by the HR business partner:

• Operations Manager – Measures and monitors current policies and procedures
• Emergency Responder – Provides immediate fixes to emergency situations that befall the company. 
• Strategic Partner – Develops and implements enterprise-wide strategies to address significant challenges
• Employee mediator – finds solutions to individual employee issues.

Some of the traditional responsibilities of an HR business partner include:

• Providing strategic consultations in workforce planning, skills honing and career succession planning
• Advising business leaders in HR areas such as employee relations, performance management, learning and development and financial compensation.
• Assist in developing and implementing human resources policies. 
• Helping organizations address current business challenges using HR strategies. 
• Addressing issues related to organizational design and people management. 
• Analyze HR metrics to identify trends and areas for improvement and create action plans to resolve them. 
• Stay current on employment laws and regulations to help leaders ensure compliance with these regulations.

HR Business Partner Career Path 

The career path of an HR Business Partner does not have to be a series of successive stages. Rather, it is more like a path that includes a group of different experiences that help human resources professionals develop their skills and knowledge and hone their talents.

How to become an HR business partner

The role of HR Business Partner is both challenging and rewarding, given the strategic nature it takes within modern organisations. And let's explore some tips that can guide you towards a successful career as an HR Business Partner.

1. Build a solid foundation of HR knowledge and skills – HR partners need a thorough understanding of various HR functions, such as talent acquisition, employee relationships, compensation, and benefits. Equipping yourself with this knowledge and skills enables you to understand the challenges of each job and how they intersect. 
2. Work on business understanding – Expand your understanding of business processes, build financial strategies and foundations and stay up to date on key business concepts to effectively adjust HR practices to the organization's objectives. This way, you will be prepared to evaluate the impact of the external business landscape on internal decisions.
3. Develop leadership competencies – HR partners play an important role in guiding and advising managers, so you should enhance your leadership skills, including directing and influencing, so that you can motivate others and increase their productivity. Possessing this competency will help you guide leaders as they make difficult decisions and will help you create a more collaborative and positive work environment.
4. Focus on key soft skills – In addition to HR skills and business understanding, soft skills such as strategic thinking, problem solving, and interpersonal communication are essential. These skills enable human resources partners to build strong relationships and face difficult challenges successfully.
5. Foster a data-driven deduction mindset – In the era of digital transformation, relying on data analysis is essential, as these tools help you identify patterns and trends through which specific strategies can be built in the future that will reflect positively on the company’s growth. 
6. Network and Seek Mentorship – Build relationships with HR professionals and seek mentorship from experienced HR partners. 
7. Prepare well for job interviews – As you prepare yourself to take on the role of HR Business Partner, be sure to review the frequently asked HR Business Partner Questions. Knowing these questions will help you better understand the expectations of the role and effectively express your skills, experience and vision.

Important indicators for an HR business partner 

Absence rates and costs

Absences can significantly impact productivity and workforce planning.

By monitoring these rates and their costs, HR partners can implement policies or programs to reduce unnecessary absences and manage their impact.

Employee Loyalty Index (eNPS)

An HR partner is often a bridge between employees and upper management. By monitoring the Employee Loyalty Index, HR partners can get an accurate idea of overall employee satisfaction and refer the results to senior leadership in order to initiate programs to improve morale and commitment.

Job turnover rates

Employee retention is a key responsibility of HR partners, so high turnover rates can indicate certain issues with an employee or in the company culture. By tracking this indicator, HR partners can take specific interventions and actions to enhance employee retention.

Training effectiveness

HR partners are often involved in the development and implementation of training programs, so monitoring the effectiveness of the training provided helps them ensure that these initiatives improve employee skills, increase productivity, and contribute to achieving the organization's goals.

Return on investment from ROI training

HR partners need to justify their budgets and demonstrate the business impact of their training and development work. By measuring the ROI of training programmes, HR partners can show and justify how such investments are driving tangible business results.

Quality of recruitment

The Recruitment Quality Index can help HR partners evaluate recruitment strategies and make necessary adjustments to ensure talent is brought in that contributes positively to the organization's goals.

sources: https://www.aihr.com/blog/hr-business-partner/#Skills