Significance of HR as business partner

1. HR as a Business Partner
Sandeep Gupta

2. Progressive HR Organization
HR STRUCTURES:
1.Operations- Record Keeping, Job Postings, Promotions, Leaves of Absence,
Change of Management, Front Line questions
2.Centres of Expertise – Rewards, Talent Acquisition, Talent Management,
Learning and Development
3.Business Partners- Face of the Organization, Strategic Partners and
Location Alignment.
Business Partner is responsible for maximizing employee performance.

3. Role of HR Business Partner
• Individual Coaching
• Job Design
• Talent Programs
• Connection with Resources
• Focus on protecting all aspects of
Business

4. Serving Your Clients
• LEADERS – Solicit Inputs and get relevant
approvals
• MANAGERS – Develop relationships, provide
guidance.
• EMPLOYEES – Be available.
Open, honest and constructive communication is
the key to success.

5. ESTABLISH TRUST AND CREDIBILITY
• Know the Business Well.
• Maintain an open mind.
• Be solution oriented.
• Be clear on NEXT Steps
• Follow through commitments
• Maintain Confidentiality

6. AREAS OF FOCUS for HR Business Partner
• Know Rhythm of the Business – process and timelines by which a
business operates.
• Talent Planning – Succession, Top talent, promotion, talent insights.
• Facilitating Organizational Changes – Understand business drivers,
remain close to leaders, empathize with different mind sets, look for
potential blind spots.
• Support Talent Decision Processes – Listen, Observe, Guide and
question.
• Training and Empowering Managers – Effective meetings , career
conversations, provide constructive feedback, Resolving conflicts.

7. • PARTNERING INTERNALLY – Understand Need,
Develop Solution, Communicate with Internal
Partners, Make Recommendation and solicit
Feedback.
• MEASURE YOUR IMPACT– Administer a Survey,
Develop a dashboard for talent and performance, get
anecdotal info.
• TAILORING YOUR APPROACH– Ability to understand
the leaders approach for their managers and
employees.
SCALING AND ASSESSING YOUR EFFORTS

8. • Inspire Resilience on your TEAM – Honestly share
your strengths, things you are working and things you need to get
better.
• Identify opportunities for growth.
• Challenge your team and slowly take them out
of Comfort Zones.
• Make Strategies for Adaptability – Rethink plan,
gather insights from team, build flexibility.
• Empathy – The antidote.
• Help your team- create conditions where people can practice
growth mindsets.
LEADING YOUR TEAM

9. • Be Transparent – Fact finding, research, emotional neutrality and
clear communication. Give Solution as well as progress to your people.
• Plan for Contingency – Expected Outcomes, Identify
unexpected outcomes, act to prevent crises.
• Help organization to lead- Vision, Opportunity, Action plan,
build a coalition of willing.
• Change = Management – Train, Encourage your people AND
leverage talent outside.
• Shape future with clarity – What are your MUSTs, SHOULDs,
COULDs and WON’Ts
LEADING YOUR ORGANIZATION

10. CONCLUSION
AN HR BUSINESS PARTNER, WE NEED
TO FIND WAYS TO CREATE,
MAINTAIN,AND STRENGHTEN THE
LEVEL OF PARTNERSHIP BETWEEN THE
FUNCTIONS OF HR AND BUSINESS.