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Business leaders are turning to HR business partners to address current work challenges affecting organizations. Explore the 10 key characteristics that separate HR business partners who are successful and broadly impact their organizations.

How To Be A Great Hr Business Partner

The world of work has changed. Others say it has changed forever. The impact of COVID-19, social justice issues, changing workforce expectations, and the rapid pace of the changing technology landscape have accelerated these changes. We have outlined three stages that leaders in their organizations will go through during these challenging times.

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The first is responding to the current situation and responding to immediate needs. The second phase is recovery, learning from the situation, and emerging stronger, and the third is development, preparation for, and shaping a new normal.

Business requires HR to lead from the front during these stages. In particular, business leaders are turning to the HR business partner to help address challenging issues, such as returning to the workplace; management of vaccine regulations; creating hybrid work teams; building inclusive and equitable teams, cultures, and practices; defining the future of work with humans and machines; raising the worker experience; and supporting the physical, mental, and emotional health of workers. That’s a lot, but it’s all perfectly aligned with the long-standing focus for HR to drive strategic impact for the business and workforce. Some HR business partners are successfully leading their organizations through these challenges, while others struggle to transition from a focus on HR administrative and transactional work.

In this article, we’ll discuss what separates HR business partners who are successful and have a significant impact on their organizations. We’ll identify and outline three things they know, three things they have, and four actions they take that traditional HR business partners don’t (see diagram below).

We will apply these 10 qualities to our current work challenges and discuss how these capabilities enable HR business partners to achieve sustainable performance.

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1 Erica Volini, Steve Hatfield, and Nicole Scoble-Williams, “From survive to thrive: The future of work in a post-pandemic world,” Deloitte, 2021.

Art is the leader of Deloitte’s Global Human Capital Practice, leads the Global Human Capital Executive Team, and is a member of the Global Consulting Offerings and Assets Leadership Team. Art is responsible … More

Fullwidth SCC. Do not delete! This box/component contains the JavaScript required by this page. This message will not be visible when the page is activated. Whether you want to become an HR Business Partner, want to learn more about being an HR Business Partner as a career, or want to know what roles you can move into as an HRBP, you first need to understand what core competencies and skills you should focus on to shape your career. We explore everything you need to know about HR Business Partner career development in this article.

– “I want to work with the implementation of HR technologies and digital solutions.” How to become an HR Business partner

Effective Hr Business Partner Skills

An HR Business Partner (also known as HRBP) is a champion of people in an organization, a change agent, an HR management expert, and a strategic business partner. They play a strategic role in aligning an organization’s people strategy with its business strategy.

Although the HRBP is typically part of the Human Resources department, they work closely with line managers and senior business leaders to set priorities, drive values, and deliver business results. A Human Resources Business Partner is sometimes responsible for hundreds of employees, and sometimes thousands depending on the size of the organization.

While the exact roles and responsibilities of an HRBP will vary depending on company size, industry, and goals, many roles remain consistent throughout. This includes:

It is important to note that the career path to becoming an HR Business Partner is often not linear. Some professionals begin their careers as HR administrators or assistants. Others start out as coordinators in support functions like learning or organizational development, some start out as benefits administrators or recruiters, and others start out as HR Officers or Consultants.

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The main message is that job titles are less important than your abilities and skills when aiming to progress into and beyond an HRBP position.

Let’s explore the key competencies and skills you need to be a successful HR Business Partner. These are the skills you need to strive to develop before stepping into the role of HRBP and while in it.

Feel free to explore our HR Career Path tool to get personalized recommendations for what skills and skills you need to develop for your dream HR role!

If HR professionals want to be future-ready, they need to master the four core HR competencies (business acumen, data literacy, digital dexterity, and people advocacy) and also develop one or more functional competencies.

Do You Need An Hr Business Partner Competency Model?

This approach leads to strategic T-shaped HR professionals, who play a key role in meeting the needs of the changing workforce now and in the future.

A T-shaped individual can make evidence-based decisions, achieve and sustain operational excellence, create business impact, and increase productivity and profits while remaining competitive.

Let’s break down the capabilities and their dimensions that are most important for HR Business Partners. Basic Business Intelligence Skills

Did you know that 4 out of 10 CHROs believe that business acumen is the most lacking skill in HR talent? However, this ability to understand the business is probably the strongest predictor of business impact.

Evolving Hr Business Partner Roles And Responsibilities

Business acumen (also known as business sense or business savvy) is the ability of an HR professional to understand their organization’s goals, objectives, and vision, then develop processes, policies, and operations that align with it. and help advance it. It enables you to serve the organization’s employees and customers and boost leadership development and financial performance.

See the full article on business intelligence for HR professionals to learn how to develop your business intelligence. Data literacy

The second key competency for an HR Business Partner is data literacy. Data is an asset in any organization; therefore, HRBPs must understand, interpret and apply and translate data in meaningful ways to make strategic decisions and create business value (also known as translating analytics).

An HRBP can often read and interpret complex data dashboards and reports, understand HR analytics techniques, be familiar with quantitative and qualitative data collection methods, and know how to set up and track key metrics and KPIs and use them to drive. business results.

Hr Manager Vs Hr Business Partner Ppt Powerpoint Presentation Infographic Template Slide Portrait Cpb

It requires the ability to think critically about what a data set represents, infer relevant information from it, and apply the data for specific purposes. Developing this skill is essential to staying relevant in today’s and tomorrow’s business world and becoming a strategic business partner. People’s advocacy

At its core, Human Resources revolves around people. While HR needs to be business-orientated and data-literate, it’s important not to overlook the fact that being a people advocate and expert is a core part of an HR professional’s role.

Stakeholders always think and act based on numbers. For this reason, HRBPs must speak the same language if they want to influence and work harmoniously with senior executives.

Being able to effectively manage stakeholders means you can use their valuable input to define and outline your proposed projects and get the resources and support you need to ensure they are a success. Failure to get support from stakeholders is one of the main reasons why projects fail. Labor relations management

Senior Hr Business Partner Resume 2023

Regardless of the size of the organization you run, it’s nearly impossible to please all leaders and employees all the time. This often leads to difficult relationships, which is where labor relations management plays an important role.

Research by Gartner shows that the average organization has gone through five major changes within the past three years, while 75% of organizations expect that number to increase within the next three years. Therefore, a business must be ready to deal with the management of change continuously.

Anytime a business changes—no matter how big or small—HR changes, and it’s up to HRBPs to manage this change during the transition to create a smooth journey for everyone involved.

HRBPs need to ensure that all HR professionals receive change management training. The desire for an organization to manage change effectively begins with individuals who can effectively manage change. It is also important that HRBPs create a safe environment for HR professionals to discuss change and their frustrations and concerns, in the same way that employees are often allowed to.

The Evolution Of The Hr Business Partner By Dave Ulrich

Now that you know what skills you need to thrive in the HRBP role, let’s take a look at what an HR Business Partner career path might look like moving forward.

Many HRBPs think that the logical next step is to become a senior HRBP, a global HRBP, or HR Director. In other words, they look at linear career development options. However, this is only one of the HR Business Partner career paths.

The HR career path doesn’t have to be linear and often isn’t. Rather, it is a series of experiences that allow HR professionals to develop their core competencies, skills, and knowledge.

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