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

The function of the HR business partner goes beyond the routine management of employees as it deals with the strategic and developmental aspects of human resources and is not limited to executive tasks only. 

The HR business partner has different responsibilities in the company. Gartner, which specializes in conducting research and analysis, has identified four roles that show the diversity of these responsibilities performed by the HR business partner, namely:

• Operations manager-measures and monitors current policies and procedures
• Emergency responder-provides immediate fixes for emergencies that hit the company. 
• Strategic partner-develops and implements enterprise-wide strategies to meet significant challenges
• Personnel mediator-finds solutions to individual personnel issues.

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

• Providing strategic consulting in workforce planning, skills refinement and succession planning
• Advising business leaders in HR areas such as Employee Relations, performance management, learning and development and financial compensation.
• Assist in the development and implementation of human resources policies. 
• Help organizations meet current business challenges using HR strategies. 
• Address issues related to organizational design and people management. 
• Analyze HR metrics to identify trends, areas for improvement and create action plans to solve them. 
• Stay informed about employment laws and regulations to help leaders ensure compliance with these regulations.

The career path of an HR business partner 

The career path of an HR business partner does not necessarily have to be in the form of successive stages. Rather, it is more like a path that includes a set of sporadic experiences that help HR professionals develop their skills, knowledge and hone their talents.

How to become a human resources business partner

The role of a human resources business partner is both challenging and rewarding, due to the strategic nature it takes within modern organizations. 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 relationship formation, compensation, and benefits. Equipping yourself with these knowledge and skills enables you to understand the challenges of each job and how they overlap with each other. 
2. Work on understanding business matters – expand your understanding of business processes, build strategies and financial foundations and be familiar with the main business concepts to effectively adjust HR practices in accordance with the goals of the organization. In this way, you will be ready to assess the impact of the external business landscape on internal decisions.
3. Developing leadership competencies-HR partners play an important role in mentoring and advising managers, so you should enhance your leadership skills, including mentoring and influencing, so that you can motivate others and increase their productivity. Having this competence will help you guide leaders as they make difficult decisions as well as help you create a more collaborative and positive work environment.
4. Focus on key soft skills - in addition to skills for human resources and understanding business matters, soft skills such as strategic thinking, problem solving, and interpersonal communication are essential. These skills enable HR partners to build strong relationships and successfully face difficult challenges.
5. Promote a data-driven conclusion mindset-in the era of digital transformation, relying on data analysis is essential, as these tools help you identify patterns and trends with which to build specific strategies in the future that will positively reflect on the growth of the company. 
6. Networking and mentorship search-build relationships with HR professionals and seek mentorship from experienced HR partners. 
7. Good preparation for job interviews – while preparing yourself to take on the role of an HR business partner, make sure you review the common questions that are asked to a HR business partner, because knowing these questions will help you better understand the expectations of the role that is required of you and effectively express your skills, experience and vision.

Important indicators for an HR business partner 

Absence rates and cost

Absences can significantly affect 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)

The HR partner is often a bridge between employees and senior 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.

Career turnover rates

Employee retention is a key responsibility of HR partners, so high job turnover rates can indicate the presence of certain problems in the employee or in the company culture, and by following this indicator, HR partners can carry out specific interventions and actions to enhance employee retention.

Effectiveness of training

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 contribute to improving employee skills, increasing productivity, and contributing to the achievement of the organization's goals.

Return on investment from Roi training

HR partners need to justify their budgets and show the impact of their training and development work on the business and by measuring the return on investment from training programs, HR partners can show and justify how such investments lead to tangible practical results.

Quality of employment

The employment quality index can help HR partners evaluate recruitment strategies and make the necessary adjustments to ensure that talents are brought in that contribute positively to the achievement of the organization's goals.

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