To improve HR Business Partner (HRBP) strategic effectiveness, organizations must evolve HRBP competencies and remove organizational barriers. See what the best companies do to be successful in the new work environment.
UNLOCK HR BUSINESS
To improve HR Business Partner (HRBP) strategic effectiveness, organizations
must evolve HRBP competencies and remove organizational barriers.
DESPITE INCREASED INVESTMENTS IN HRBPs,
THERE HAS BEEN LITTLE PROGRESS
LESS THAN ONE-FIFTH of HRBPs
are viewed as strategically effective.
THE HRBP ROLE IS BECOMING EVEN MORE IMPORTANT
AND DIFFICULT AS IT FACES TWO BIG SHIFTS:
INCREASED COLLABORATION AND INTERDEPENDENCE
EXPLOSION OF TALENT DATA AVAILABILITY
63% depend on peers to
78% report an increase in the
availability and use of information.
76% rely on more stakeholders
1/3 of HRBP time is spent collecting
and analyzing data.
TO BE SUCCESSFUL IN THE NEW WORK
ENVIRONMENT, THE BEST COMPANIES:
UPGRADE TALENT BY EVOLVING HRBP COMPETENCIES
• business acumen
• innovation for the enterprise
• talent management acumen • data judgment
• leveraging networks*
networks in strategic
activities to achieve
better talent outcomes.
GROW THE STRATEGIC POPULATION TO 3 IN 10 HRBPs
in the next three years through competency improvements alone.
HRBPs WITH THE RIGHT COMPETENCIES STILL
COMPETENCY DEVELOPMENT IS
NECESSARY, BUT INSUFFICIENT.
ONLY DELIVER 38% STRATEGIC IMPACT.
REMOVE FOUR ORGANIZATIONAL BARRIERS
Most HRBPs don’t know how to apply
competencies in their day-to-day role.
Only 22% of line leaders actually
ask HRBPs for strategic insights.
Tensions between HR functional groups
Lack of effective coordination with
BY UPGRADING TALENT AND REMOVING
ORGANIZATIONAL BARRIERS TO HRBP PERFORMANCE,
THE MOST EFFECTIVE HRBPs
ORGANIZATIONS CAN INCREASE THE
NUMBER OF STRATEGIC HRBPs TO
4 in 10
IN THE NEXT
6 in 10
IN THE NEXT
Employee Employee Revenue Profit
Performance Retention Growth Growth
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