The success of an HR business partner in an executive board begins when its board members recognize the importance of a human resource perspective when making company decisions. The HR business partner serves as a mediator of sorts—representing the employees to the management.
Below is a basic list of what it takes to make an HR business partner effective.
What you'll find in this article
1. Expertise
The HR business partner must be knowledgeable of the best practices in employee management, as well as be up-to-date with the latest government policies affecting hiring.
A reliable HR business partner will help make it easier to plan finance and salary-based decisions. It will also prove useful when the company decides to expand to a new industry that may need the hiring of new employees.
2. Rapport
The HR business partner must be approachable by both insiders and outsiders. Networking is a vital component of this, as well as negotiation abilities.
He/she must be open minded when it comes to pursuing opportunities that will allow company employees to collaborate with other businesses. He must also encourage collaborations that will translate into a competitive advantage for the company.
Even more important is the ability to be a great communicator to forge connections with executive leaders and other stakeholders to push for growth within the company.
3. Gatekeeping
The HR business partner is the gatekeeper of company culture found in its vision, systems, beliefs, and values. It is his responsibility to veto decisions that prove contrary to company culture. This is important because company culture determines employee behavior.
Basing decisions on short-term results while neglecting company culture is not worth it in the long run. A competent HR business partner knows that his responsibilities affect not only the company’s present situation but also its future survival.
4. Problem-solving
The HR business partner knows how to build processes that strengthen corporate advantages. If a company’s advantage in the market is customer service, then the HR business partner will know to train employees to maintain that level of excellence.
This is the same skill needed to make use of how communication messages are managed to serve company goals. For that, the presence of social media allows the HR to monitor employee sentiments easily.
In addition, the HR business partner becomes invaluable when he brings a range of competencies that will not only affect employees but improve organizational development. This means the capability to handle issues in career progression, performance management, data analysis, compensation and rewards, employee relations, learning and development, executive coaching, awards campaigns and strategic planning.
An HR business partner also knows how to pinpoint gaps in employee performance and procedures that link to financial results.
5. Innovation
Companies need to be nimble enough to change when challenging business conditions threaten their existence. A great HR business manager will know the external and internal forces affecting company performance and recommend a strategic shift. The changes need not be complicated but could be simple, economical, and more importantly, people-related.
Moreover, HR business partners will be there to support management and partners by mobilizing its employees to support innovation and growth for the company.
6. Business savviness
The role of a successful HR business partner is a strategic one. An HR business partner helps senior leaders map corporate plans. For these functions, an HR business partner armed with an MBA or an MS is better equipped to see the big picture in addition to their experience in human resources.
He must see the wheels that make a corporation a well-oiled machine. This means being able to understand each aspect of the business model and how it contributes to the bottom line. The key is to support employees through competitive compensation packages, performance tracking, and talent programs.
Overall, the HR business partner needs to be both a champion of company culture and partner of corporate leaders. The challenge is to find HR related solutions to complicated organizational problems.
The HR business partner role ranges from supporting employee friendly campaigns based on numbers, solving employee issues, to overlooking management programs for finding leaders within the company.
Remember that the HR business partner is an essential member of the executive team with the goal of affecting lasting positive change in the company. To become better HR professionals, one could earn an HR Certification in the Philippines.
