What is an HR business partner?

Let us explain how this can help to streamline your daily tasks

Many SMEs turn to human resources consultants for extra support with their requirements. And one approach is to get an HR business partner (HRBP).

That, along with HR software, can make a big difference in your daily operations.

In this guide, we explore how this can help your business function on a daily basis.

What is an HR business partner?

It’s essentially professionals who work with your business to provide an HR strategy. Employing a human resources manager is often too expensive for most SMEs, so on demand HR services are a cost effective strategy.

A broader HRBP meaning is as follows—it’s a B2B consultant that ensures your human resource policies and procedures are in place across your business. This is so you can meet your goals and needs.

The HR professional works so closely with your business, they may even attend board of director meetings.

The core belief is HR must function closely with a business’ structure. Particularly with leaders and managers.

This should result in a close professional and strategic partnership with executive leadership, ensuring that HR is a main part of a business’ organisational strategy.

What is the role of a HR department?

Your human resources department essentially manages employees and the resources they need to keep your business productive.

There are common HR responsibilities the department undertakes. Seven, in fact, that you should make sure you’re aware of:

  1. Job analysis and design.
  2. Hiring strategy and recruitment.
  3. Employee development and training.
  4. Performance management.
  5. Compensation and benefits.
  6. Workforce relations.
  7. Managerial relations.

Your human resources department essentially manages employees and the resources they need to keep your business productive.

What does an HR business partner do?

The main goal is to ensure HR policies and procedures are in place in a business. And that they fit the organisation’s goals and aims.

The HR business partner role then helps to determine and guide the HR department based on those goals, with a big focus on development strategy—that’s instead of implementing business policies.

So, again, the HRBP makes sure the HR strategy slots neatly in line with a business’ annual goals.

This individual isn’t a HR manager. You can view them as a B2B consultant—one who can build business relationships and maintain or improve employee productivity.

To summarise the above, an HR business partner job description would look like this:

“The HRBP includes aligning employees to higher management business objectives and initiatives. The HR roles and responsibilities are:

  1. Improving the HR agenda.
  2. Developing the agenda, strategies, policies, and practices.
  3. Recruiting exceptional talent.
  4. Supporting employees with training and development opportunities.
  5. Planning HR initiatives.
  6. Communicating role expectations.
  7. Developing succession plans.
  8. Managing staff relationships.
  9. Managing wellness and health initiatives.
  10. Engaging with higher management to deliver on all of the above.

An ideal HRBP will have strong experience working in human resources, with a solid understanding of business functions.

Communication skills and a personable nature are also important. As are strategic thinking and exceptional organisation.”

Is HR business partnering right for you?

HRBP can prove essential as it can provide your business with a unified goal across your organisation.

One where you’re offering a future with room for expansion and constant refinement of your functions.

It can add incredible value to your business, if you manage the situation properly. The point of a human resources business partner is to ensure there’s a:

  1. Proactive strategy of setting objectives and responding to challenges.
  2. Finding cost-effective approaches to the HR requirements for your business.
  3. Constant relationship development across all departments.
  4. Focus on answers to your problems.

Ultimately, you can assess your current HR standing and consider whether there are flaws in your system.

Weighing up the benefits of an HRBP alongside this, you may consider it a good idea to bring in an individual to oversee improvement.

In the long-term, you can have ROI (return on investment) for your decision through cost-effective functions that improve staff engagement.

You could even consider a junior HR business partner, where an individual with less experience take son the role and develops from within.

That way, you can involve them as an essential part of your team on a long-term basis.

Considering an HRBP?

If you give us a call, we can talk you through whether this is the right choice for you. Get in touch: 0800 783 2806.


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