We all know the human business partner maintains the stakeholder relationships and contributes to different processes but have you ever look out for what does an HR business partner do and what are their roles and responsibilities? Today we will explore the different roles and responsibilities of human resource business partners.

As per Gartner, the businesses that create high-performing HRBPs may increase sales by up to 7%, profit by up to 9%, and employee retention by up to 24%, and employee performance by up to 22%. You may do it with our assistance, guidance, and resources. 

An HR Business Partner needs a solid grasp of human resources management, business strategy, employee relations, and organizational development. This understanding is crucial as they align HR practices with business goals, enhance workforce performance, and drive organizational success, making them pivotal in any company's strategic framework.

What is an HR Business Partner?

A human resources business partner is the specialist who assists in coordinating an organisation's people strategy with their business plan and is known as an HR business partner. Through specialised expertise that aids in the creation of policies and programs in line with an organisation's aims and objectives, they partner with senior leadership. To understand the roles and responsibilities of HR Business Partner then, you must explore HR Business Partner Certifiction. 

The HR Business Partner role and responsibilities include wide range of activities. HR business partners advise their clients on the most effective ways to lower risks associated with employment. Their advice addresses every possible HR concern that may arise on a daily basis, including worker classifications, employee disputes, compliance queries, HR policy, and more. In order to reduce administrative difficulties, HRBPs also carry out some responsibilities on behalf of their clients, such as assessing benefits packages or providing staff training.

Importance of HR Business Partner

HR Business Partners’s roles are essential as they align HR strategies with business objectives, foster employee engagement, drive talent management, and support organisational change. Their strategic input enhances workforce productivity and ensures the company meets its goals, making them integral to a company’s success. To become expert HR business partners, understanding their roles and responsibilities is essential. 

What does an HR Business Partner Do?

An HRBP acts as a strategic counsellor, bridging the gap between the company and human resources. Serving as a reliable resource for staff and management, they make sure that HR procedures complement and support the overarching objectives of the company. 

They collaborate closely with executives and department leaders to comprehend their particular requirements and difficulties. They then convert those requirements into practicable HR plans and projects.  

This covers every aspect, from employee relations and performance management to talent procurement and onboarding. HRBPs guarantee that these initiatives are efficient, compliant, and consistent with the culture of the company.

HR business partners design HR strategies and manage the main goals of an HR department in connection to the goals of a business and its executives. The HR Business Partner's role and responsibilities include the following core practices: 

1. Serving as a consultant and a coach

An HR Business Partner needs to be aware of how the people in their firm are affected by present and upcoming difficulties. This makes it possible for them to give important stakeholders coaching and advice.

2. Making use of business acumen

For HRBPs, in particular, business acumen is a critical skill that every HR professional should possess. It stands for the astuteness and promptness in identifying and seizing a business opportunity or risk in a way that maximises results. The HRBP assists the company in addressing these problems by making the connection between HR outcomes and actions and business difficulties.

3. Developing the competitive business

A company's ability to win over clients and draw in and keep top people is greatly aided by having an HR Business Partner.

4. Utilizing information to inform choices

To know if you are headed in the correct direction, data is essential. You have to make educated guesses when lacking it. An HRBP tracks KPIs and uses data strategically to drive performance and accomplish goals.

5. Provide Support and Guidance

HR Business Partners are also responsible for providing specialised advice on compensation, benefits, legal compliance, and engagement.

Skills Required for HR Business Partner

Technical Skills 

• HR Systems Management: Proficiency in using and managing HRIS, i.e. Human Resources Information Systems and other HR software for data management and analytics.

• Data Analysis: Ability to analyse HR metrics and data to make informed decisions and recommendations.

• Talent Acquisition: Experience in sourcing, recruiting, and selecting candidates using various methods and platforms.

• Employee Relations: Knowledge of labour laws, conflict resolution, and employee engagement strategies.

• Compensation and Benefits: Understanding of compensation structures, benefits administration, and payroll processes.

• Performance Management: Skills in designing and implementing performance appraisal systems and providing feedback to employees and managers.

• Training and Development: Experience in identifying training needs, designing development programs, and assessing their effectiveness.

• Legal Compliance: Knowledge of employment laws and regulations to ensure HR practices and policies are compliant.

Soft Skills 

• Communication: Clear and effective communication skills to convey HR policies, procedures, and initiatives clearly to all levels of the organisation.

• Relationship Building: Ability to build rapport and trust with employees, managers, and stakeholders to foster a positive work environment.

• Empathy: Understanding and empathising with employees' concerns and issues to provide appropriate support and guidance.

• Conflict Resolution: Skills in resolving conflicts and addressing employee grievances in a fair and objective manner.

• Negotiation: Ability to negotiate and influence stakeholders to achieve mutually beneficial outcomes.

• Critical Thinking: Analytical skills to assess situations, identify problems, and develop strategic solutions.

• Adaptability: Flexibility and adaptability to navigate organisational changes and shifting priorities.

• Ethical Judgment: Ability to make ethical decisions and maintain confidentiality in handling sensitive HR matters.
  

A Typical Workday of an HR Business Partner

Daily Roles and Responsibilities Overview 

A professional who synchronizes an organisation's people strategy with its business plan is known as an HR Business Partner (HRBP). The position entails a number of duties and obligations that are essential to the company's performance.  

They work along with the HR staff to develop programs, solutions, and policies by analysing trends and statistics. They are in charge of managing and resolving difficult employee relations situations. They also draft the terms of the contracts for transfers, promotions, and hiring new employees. 

Typical Challenges Faced by Human Resource Business Partners

• Aligning HR strategies with business goals and navigating organisational changes.

• Managing diverse employee expectations, resolving conflicts, and ensuring legal compliance.

• Building trust and effective communication channels with stakeholders.

• Addressing talent management, enhancing organisational culture, and utilising HR analytics.

• Innovating HR practices under resource constraints and maintaining morale during uncertainty.

Tools Used By HR Business Partner

HR Business Partners use various tools to support their strategic partnerships with business units and enhance HR functions such as talent management, workforce planning, performance evaluation, and organisational development. Some key tools include:

• Gap Analysis

• Survey and Feedback Tools

• Project Management Software

• Legal Compliance Software

• Payroll Software

• Employee Engagement Tools

• Learning Management System

• Human Resources Information System

• Performance Management Software

The Average Human Resource Business Partner Salary in 2024

The Average salary of a Human Resource Business Partner is ?19.8lakhs. Mostly ranging from ?15.6lakhs to ?48.8lakhs in India. In the United States, the average annual salary for an HR Business Partner in Texas is $76,506.

Major cities and areas with higher costs of living typically have higher salaries. Compared to other businesses, HRBPs in the technology, finance, and healthcare sectors frequently command greater wages.

Senior HRBPs with a lot of experience and a solid track record can make a lot more money than people in entry-level- or mid-level jobs. Comparatively speaking to smaller businesses, larger organisations or global enterprises might provide greater pay and other benefits.

Start Your Human Resource Business Partner Journey with GSDC

The Global Skills Development Council is one of the reputed platforms for the Human Resource Business Partner Certification. The certification program is among the industries best regarded and recognised by leading businesses globally. Let’s start your journey with GSDC and unlock various opportunities as a Human Resource Business Partner.  

Final Thoughts

The above blog helps you to understand what does an HR business partner do? HR Business Partners play a critical role in aligning HR strategies with business goals, enhancing employee engagement, and navigating organisational challenges. They drive organisational success by fostering a positive work culture and ensuring compliance with laws and regulations, making them indispensable in today's competitive business landscape.