The HR Business Partner (HRBP), is a vital part of the Human Resources Management, responsible for aligning an organization’s business objectives with people’s objectives.
HRBPs are key resources of the company’s HR department that work with C-suite executives and business units in recruiting and retaining a diversified pool of talent.
An HR business partner will work with CEOs and the senior management to devise fruitful HR strategies for the company’s success.
If you are looking for a reliable HR business partner for your company, here are sample HRBP job descriptions that you can adjust as per your requirements. This will help you in hiring the most suitable HRBP candidate for your organization.
Two HR Business Partner Job Description Samples
Below we provide two different HR business partner job descriptions. You can use these to attract experienced HRBPs.
HR Business Partner Job Description – Sample #1
The following job descriptions include everything from job brief to requirements, education & qualifications, and skills required for the job.
HR Business Partner Job Brief
A qualified HR business partner will oversee all human resources functions to ensure they are aligned with our goals and provide advice to senior business leaders.
The senior HR business partner will also be responsible to foster a healthy culture of continuous improvement by ensuring high retention rates of our workforce. This includes inculcating training programs, developing healthy employee relations, and maximizing employee productivity.
The experience as an HRBP will add value to our organization by ensuring a diversified workforce and regulatory compliance.
An ideal candidate needs to have at least 5 years of experience in people management, strategic planning, and HR practices. You will be reporting to the Board of Directors and determining the strategic resources.
As an HR business partner, you need to have a solid grip in communication skills to resolve employee relations issues, a thorough understanding of business functions, good interpersonal skills, and excellence in strategy development.
Other than this, a reliable HR business partner should focus on improving our business objectives and provide daily HR guidance for employee development.
- Ensure diversity in the workforce by hiring, engaging with, and retaining top talent.
- Onboard new employees with HR policy guidance.
- Report to relevant business units and business leaders every week.
- Provide consultation to the line manager on coaching and career development.
- Analyze trends and relevant HR metrics to develop solutions, HR programs, and policies.
- Identify trends and needs for training programs
- Identify new roles, schedule interviews, and follow up to ensure successful outcomes.
- Ensure healthy employee relations.
- Develop a solid HR strategic plan for talent acquisition.
- Maintain a thorough understanding and knowledge of legal requirements to ensure regulatory compliance and reduce legal risks.
- Resolve employee issues and grievances and conduct unbiased investigations.
- Suggest new HR strategies, policies, and agenda for continuous improvement.
- Monitor and report on workforce and succession planning.
- Structure compensation, payroll, benefits, and other perks & packages.
- Act as a change agent and single point of contact for employees and managers in the business unit.
- Build a strong business relationship with the line management.
- Manage and lead a team of HR Consultants
- Build credibility with clients by providing insight and guidance on HR or broader business issues.
- Make recommendations to the business structure over time.
- Take lead for the deployment of HR initiatives internally and globally.
Mandatory Skills and Requirements
- Excellent in people management and employee engagement.
- Deep understanding of local and international employment laws and union relations.
- Demonstrated ability to understand training needs and development programs
- Experienced in problem-solving skills.
- Excellent verbal and written communication skills.
Preferred Education and Qualifications
- PHR, SPHR, or other HR certifications.
- Minimum of Bachelor’s in Human Resource Management (Master’s preferred).
- 10+ years of HR industry experience, preferably with a growing organization, in resolving complex employee relations issues through performance management.
- 5+ years of knowledge in a broad range of HR functional areas.
HR Business Partner Job Description – Sample #2
Here is another, unique job description for HRBP. This will further help you in deciding the best job description to use for hiring the right candidate.
HR Business Partner Job Brief
ABC Inc. is a leading software house. We are proud of working with some of the largest educational institutes by developing customized, feature-rich applications. Over the last 5 years, our team has grown significantly and we’re now looking for an energetic HR business partner to oversee all aspects of human resources and ensure they are aligned with our business goals and objectives. You’d work closely with our CEO to develop best HR practices for our HR department and improve the overall productivity.
If helping others succeed and formulating winning HR strategies excite you, then you are the perfect candidate we’re looking for.
An HR business partner ensures workforce diversity in the organization. Software houses have long been male-dominated. We want to end this, and to ensure inclusivity, require an equal proportion of females and people of color to form a diverse company.
You, as an HR business partner, will help us in achieving this goal.
As an HRBP, you will lead and manage the people management-related agenda for different strategic business units. The HRBP will identify and prepare career plans for employee growth in our organization.
You will identify, determine and rotate the best talent to appropriate departments in the company and improve employee productivity.
An ideal candidate will have a minimum of 5 years of experience in relevant HR roles and hold a bachelor’s degree in Human Resource Management or related field with a PHR, SPHR or additional HR certifications.
You will conduct regular meetings with our CEO and the Board of Directors, recommend changes, provide guidance and implement plans for improving the overall business process. In addition, you will be responsible for the performance management program and the administration of payroll, benefits, and training and development opportunities.
- Determine the need for human resources-related tasks such as hiring and retaining top talent.
- Develop contracts for promotions, new hires, and transfers by collaborating with line managers.
- Determine training needs and develop a professional curriculum.
- Keep tabs on the training programs to ensure learning objectives are met.
- Provide planning on restructuring business units as and when the need be.
- Be a bridge between employees and management to reduce barriers to communication.
- Ensure weekly or bi-weekly meetings to review the performance of strategic business units.
- Take briefing from the management and debrief to employees.
- Take feedback from the employees and advise management on improving HR practices and resolving employee issues.
- Meet key stakeholders to discuss people’s challenges.
- Provide guidance on succession planning.
- Develop and nurture positive relationships with people.
- Act as a single point of contact for the employees and senior management.
- Identify gaps, propose & implement changes necessary to improve weaknesses.
- Design and maintain organization vitality charts.
- Propose changes to organizational structure to improve work efficiency and productivity.
- Help in improving the skills and abilities of the HR team.
- Work with the HR department to improve the HR process, build strategies, and document everything.
- Closely monitor hiring trends in the industry and develop policies of change management.
- Conduct thorough investigations for employee-related issues.
- Make unbiased final decisions for each employee-related case.
- Suggest ways on building morale, improving workforce retention, and boosting productivity.
- Study competition and monitor trends for strategic hiring practices and policies.
- Detailed knowledge and experience in handling unions and labor laws.
- Ensure compliance with labor laws and collaborate with the legal department.
- Ensure timely disbursement of salaries, wages, and benefits.
- Work with the HR department to calculate accurate benefits, compensations, and payroll.
Mandatory Skills and Requirements
- Patient and good listener.
- Excellent people management skills.
- Take charge, develop goals and achieve them on time.
- Thorough knowledge and experience in using HR software.
- Hands-on experience in using Microsoft Office Suite, including Word and Excel.
- Extensive understanding of HR metrics
- Create and deliver compelling PowerPoint presentations and reports.
- Deep understanding of labor laws.
- Always updated with the best practices in HR.
Preferred Education and Qualifications
- At least X years of work experience as an HR business partner or a relevant role.
- Minimum BS degree in Human Resources or related field.
- Current, in-depth knowledge of legal requirements related to employee management, workers’ compensation, union relations, and federal and state employment laws.
- Certifications in HR such as PHR (Professionals in Human Resources) or relevant, highly preferred.
Invest in an HRBP
Organizations that invested in HRBPs boosted employee retention by up to 24%, as proven by a study.
This is also the right time you start investing in an HRBP for your company.
These are, by no means, marginal numbers. This goes on to show that an investment in an HR business partner has a long-lasting impact on the business. Having a deep understanding of an HR business partner’s job description is important for landing your dream job.
We have provided two HRBP job descriptions. Go ahead, make changes, and use them as per your company’s requirements to hire the best candidate for this position.