The Person – The skills, background and development experiences that individual HRBP’s have The Design of the job – The accountability of individual HRBP’s and the interactions they have with line managers and other HR employees The HR Function Structure and Budget – The Structure, budget, technology and design of the HR function
HR Business Partner Competency Model Business Acumen
Audit existing competency model to ensure focus on core competencies
Ground the competency model in business acumen to ensure a dynamic connection between HR knowledge and line-relevant application
Competencies Most Effective Development Methods BU-Specific Workforce Management Knowledge Work on a merger, acquisition or other major initiative to understand how these changes will impact the future workforce Demonstrating Leadership Lead the development and implementation of a new HR initiative that solves a critical business problem Metrics Use and Development Work with an expert who can teach how to apply metrics and measurement to solve business problems Innovation Identify a major problem within a business that requires critical trade-offs between objectives and then develop and propose a solution Business Acumen Work with a line-manager to identify and implement a new line program that solves a business problem
How are Successful HR-Line Partnerships Best Designed
The quality of strategic work, not time spent , matter most to strategic partner effectiveness
Focus the HRBP role on: - Generating insights - Managing through influence - Maintaining accountability through result
The 10 Hallmarks of a Great HRBP-Line Partnership Insight
Use Data-Driven Business Information
2. Tailor Solution to Business Needs 3. Understand the operation of business Influence 4. Set Service Expectation 5. Communicate Business-Relevant Information 6. Articulate a Strong Point of View 7. Maintain an Enterprise Viewpoint Accountability 8. Be Measured on Completion of Predefined Objectives 9. Be Measured on Business Unit Human Capital Outcomes 10. Be Measured on Business Unit Financial Performance
What is the Profile of the Best-in-Class Strategic HR Business Partner?
Build HRBP competencies in business acumen, innovation, leadership, metrics and workforce management to drive impact.
The most effective development method for building HRBP’s strategic partner competencies are on-the-job experiences that capitalize on key learning opportunities already within the work of the HRBP- in role & stretch experience