The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence. The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.

1. HR BUSINESS
PARTNER:
CRITICAL
ROLE

2. HR
Business
Partner
Why is the HR Business Partner a
mission critical role in Human
Resources?

3. Content
1.
About creative HRM
2.
David Ulrich’s HR Model
3.
HR Business Partner
1.
2.
Benefits of HR Business Partner
3.
Risks of HR Business Partner
4.
4.
Role of HR Business Partner
Why is HR Business Partner a mission critical role?
Summary

4. 1
ABOUT CREATIVE HRM

5. About Creative HRM
1.
Creative HRM is a website fully devoted to
modern and agile HR Management.
2.
It covers all HR Processes like the Talent
Acquisition, Compensation and Benefits,
Organization Design, Training and
Development, Leadership Development,
Employee Relations and HR Development.
Click
to visit!
3.
Creative HRM is a source of the
contemporary HR practices focused on
building the competitive advantage for your
business.

6. 2
DAVID ULRICH’S HR MODEL

7. David Ulrich’s HR Model
1.
2.
3.
4.
HR Business Partner
Change Agent
Administration Expert
Employee Advocate

8. David Ulrich’s HR Model
HR
Business
Partner
Admin
Expert
HR
Model
Employee
Advocate
Focus Area
Change
Agent

9. 3
HR BUSINESS PARTNER

10. Role of HR Business Partner
1.
HRBP is a sales person of Human Resources. HRBP represents HR at
the internal clients, works with them, sells solutions of HR and brings
requirements back.
2.
HRBP shares goals and objectives of Human Resources and of the
internal client. This makes a role of HRBP highly complex.
3.
HRBP leads HR processes for the internal clients as all employees are
hired, performance management is smoothly running, succession plans
developed and the top talents are identified.
4.
HRBP proactively collects requirements and identifies issues. HRBP
design a plan with the internal client and asks for the help from HR CoEs.
5.
HRBP combines existing HR solutions and requests adjustments from
HR Centers of Excellence.
6.
HRBP leads projects for the internal client and involves employees from
HR CoEs to ensure that the solution is universal for the entire company.
7.
HRBP has a decision making power, which is delegated from the HR
Management Team.

11. Benefits of HR Business Partner
1.
HRBP is a single point of contact for internal clients and keeps track of all
requests and open items on the agenda.
2.
HRBP knows the internal client and can choose the right negotiation
approach to implement common HR solution.
3.
HRBP understands the business of the internal clients and can
represents the interests of the client in Human Resources.
4.
HRBP can adjust the HR schedule to reach goals and avoid frustrating
the internal client.
5.
HRBP can design custom tailored solution in case of the urgent need of
the internal client.
6.
HRBP can build cross functional teams working on complex organization
wide solutions.
7.
HRBP know top talents and can implement cross functional talent
development programs.

12. Risks of HR Business Partner
1.
HRBP can forget to represent HR at a client; he can start representing the
client in Human Resources.
2.
HRBP can change goals and objectives of HR to support just one internal
client not the entire organization.
3.
HRBP does not have to recognize the priorities right and HR can work on
difficult projects, which are not beneficial for the company.
4.
The unskilled HRBP can overload CoEs and can put all priorities in a
danger.
5.
HRBP is not able to negotiate with other HRBPs to achieve a win-win
solution.
6.
HRBP and CoE cannot agree the solution to be presented to the internal
client.
7.
HRBP can push an issue by saying “it is for the client”.

13. Why is HR Business Partner
mission critical role?
1.
The skilled HR Business Partner helps to internal clients find
the best solution without Human Resources.
2.
The HRBP can help to utilize workforce the optimal way.
3.
HRBP can balance ideas of the HR Management Team with
the feedback provided from the business.
4.
HRBP can help to set the goals and objectives of Human
Resources to reflect the real needs of the company.
5.
HRBP knows employees of the internal client and can find
the right development programs for them and can move
them internally to new positions.
6.
HRBP can lead projects and utilize knowledge gained from
internal clients.

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16. About Creative HRM
1.
Creative HRM is a website fully devoted to
modern and agile HR Management.
2.
It covers all HR Processes like the Talent
Acquisition, Compensation and Benefits,
Organization Design, Training and
Development, Leadership Development,
Employee Relations and HR Development.
Click
to visit!
3.
Creative HRM is a source of the
contemporary HR practices focused on
building the competitive advantage for your
business.