What is the HR Business Partner Model?
The human resources business partner model is when the HR department takes part in planning strategically to elevate the business and support it to its present and future goals.
Rather than limiting itself by solely concentrating on HR duties such as payroll, employee relations, and benefits, HR departments seek to add business success to the company by overseeing training, recruiting, advancement, and placement of all employees. In addition, the HR business partnering model can organize how HR functions are carried out.
The HR business partner role comprises a senior HR professional who has the expertise and a comprehensive understanding of how the HR function works and how to make a line of business within the company prosperous.
Job responsibilities typically include coaching business leaders about Human Resources issues such as developing supportive HR, strategic planning and organizational strategies, analyzing talent requirements, onboarding, and recruiting.
HR business partners have the general solid business knowledge and specific experience within the employer's business sector, using HR capabilities to support organizational business goals.
At its heart is the belief that HR as a function has to be extremely close to the top and the center of the organization's structure, meaning with the managers and leaders.
In this manner, HR can genuinely function to enhance organizational objectives and add value to the business. In addition, HR business partnering makes human resources a part of corporate strategy rather than a strict, reactive personnel function.
Why is the Human Resources Business Partner Model Important?
The HR business partner model is curated to positively impact the business on all levels over time. HR can choose and screen individuals best aligned for the roles carefully by being involved in recruitment.
In the development and development process, HR can locate which employees need detailed training and ensure that it is done correctly.
In knowing the company's inner workings, the strategic nature of the HR partnership model is combined with a corporate game of employee and manager sequence to achieve the most effective outcome.
Our highly rated HR certifications provide insightful information on the Human Resources business partner model:
What is an HR Business Partner?
A human resources business partner is a senior HR staff member with a deep knowledge of an HR department's role in a company's success.
Their role includes supporting, guiding, and coaching other HR staff members, as well as strategies, recruiting, and onboarding.
An HR business partner differs from a Human Resources manager. The HR manager is focused on looking over the running of the HR department, while the primary goal of an HR business partner is to ensure HR contributes to the broader success of the organization.
Why is it Important to Have an HR Business Partner?
An HR business partner ensures that the HR is treated as an essential business division with a necessary part to develop the business and drive profit above. Intelligent recruitment decisions, smooth internal communications, and effective onboarding all contribute to the broader success of the company.
An HR business partner helps lend these things the prominence and attention they deserve.
For HR business partners to work in practice truly, HR needs to shake off its lack of self-esteem. However, done strategically, HR does add immense value to the organization.
This needs to be combined with the conviction to challenge business strategy to add that value through the scope of Human Resources.
In multiple ways, this can only be done well if the Human Resources function is highly skilled like the specific business it works in, rather than the traditional hr generalist route.
HR business partnership, defined by a more expansive definition, is the future role of HR. It walks away from the limited functions of training, recruitment, etc., and instead makes these functions work for the business.
Reasons for Considering Human Resources Business Partner Model
Companies' primary reason for considering and implementing the Human Resources business model is due to change.
Change is needed to expand the business or make it more productive, efficient, competitive, or solve problems. Therefore, change in the business paradigm is constantly necessary.
The HR leaders recognize that the business model handles the required changes and improvements by investing in human capital and people.
The supporters of the model understand that the success and job satisfaction of the employees is one of the primary keys to business success, and a well-run Human Resources partner model is most suited to focus on the needs of both the company and individual.
Businesses considering the Human Resources business partner model need to understand the nature of different model aspects and train outsourced individuals or hire HR specialists.
Expecting a sole HR office to handle hr generalist duties on top of interviewing, training, recruiting, strategic planning, and reviews will result in frustration and eventual program failure for all involved.
Instead, the HR business partner model requires a conscious hr strategy to change and hire a force of technical HR talent to see it through.
An HR business partner plays a crucial role in acquiring top new talent and verifies business objectives. As a result, current employees are placed in the proper position with the correct managers and team partners and have access to vital training opportunities that permit long-term advancement. In addition, by promoting employee satisfaction and individual success, an HR partner aids in publicizing business success.
What areas in which the Human Resources business partner model adds the most weight? While that answer might differ slightly from business to business, the best HR partners work closely with the upper management team to specify the organization's short and extensive goals. Then, they develop techniques for achieving these goals and discuss the organizational structure to pinpoint problem areas.
Advantages of a Human Resources Business Partner Model
In the traditional model, the hr manager was usually accountable for hiring and recruiting employees, administering benefits and payroll, and handling employee relations.
Digital HR technology now takes care of many of those tasks, often freeing up space for Human Resources to take on new responsibilities. The result of this? Many companies are now looking at the HR role as a business partner, which plays a vital role in driving growth and profitability.
The business partner model reduces and takes away pressure from management to sharpen employee job skills for efficiency and productivity and identify, develop, and groom the best employees for success.
HR personnel is also responsible for assessing and reviewing employee data. This allows HR personnel to figure out strengths, which they may develop further to place employees more smartly, and disadvantages, which they may correct with further job skill training or corrective action.
Limitations of a Human Resources Business Partner Model
Suppose the HR department already works extensively and faces daily employee relation problems. In that scenario, there may not be enough time and people to assign to partnering with the company for other functions.
The business partner model requires Human Resources to be involved in almost each and every aspect of the enterprise, including financial status, production statistics, and sales numbers.
Management buy-in may also be a difficulty, as the traditional role of human resources is inflated to that of an overseer of the whole business in the business-partner model.
There are multiple shortcomings of a Human Resources Business Partner model:
The implementation of the HRBP role often displays pressing shortfalls in vital areas needed to be adequate, in particular around how good is the HRBP's understanding of the necessary drivers of organizational success and how progressive the HRBP is.
Reactive, not proactive
The HRBP usually exists to benefit the client, i.e., the internal customer, but usually, that means pausing for the client to approach them rather than taking a functional approach.
Not concentrating on real value due to unaligned requests
There is a risk that the client's demands are based on activity not in line with the strategic goals. Therefore the HRBP will be doing work that is not even aligned with the strategic objectives.
Assumed to be unnecessary
There can be an assumption about what needs to be done rather than the actual requirement.
Take projects: an HRBP may take the task in seclusion, so when it fails, that HRBP will look at the reasoning behind the loss of that individual project. Yet only about thirty percent of initiatives are ever effectively executed.
The HRBP needs to look at the business signs rather than take an isolated view.
There is a trend to give the internal customer best practices. However, this is not always what the customer requires or wants. So instead, HRBPs should be providing the best current outcome.
HR business partnering is gaining popularity amongst organizations to organize their HR function. This is because it's proving to add meaningful professional value.
Human Resources can be viewed as the instigator of both change and balance through business partnering, balancing different stakeholders to the overall organizational ambitions.
On the base, this means HR is hiring the right talent and encouraging it in the here and now without losing the picture of the more extensive goals and performance in the long term.
The mission of the HR business partner model is to add actual value to the company by adding Human Resources into all areas of business operations and strategic planning.
As experts on the human element of the business, HR is best qualified to figure out how every employee fits into the organization's goals and put each employee in a position to deliver positive results.
Human Resources business partners are additionally best equipped to identify employee morale, support new perks and benefits that will provide a competitive edge, and build a strong company culture from the latest employee to the oldest one.
Companies must focus on results instead of the process to measure an HR partner's value. For example, instead of merely changing the performance review process, Human Resources experts need to assess and measure the impact of those changes. There are several trackable HR metrics that companies can use to gauge results.
For the HR business partner model to become a success, HR professionals need to become acquainted with every angle of the business. This will likely require digitalization or outsourcing primary administrative duties to free specialists up to focus on more significant outcomes.
If you are new to HR and wondering where to start and look to figure out the HR Business Partner model, then we recommend taking our HR Certification Courses, where you will not only learn how to build your skillset in human resources but also build your human resources network, craft an excellent HR resume, and create a successful job search strategy that lands you a sought-after HR Business Partner model position.
Josh Fechter is the founder of HR.University. He’s a certified HR professional and has managed global teams across 5 different continents including their benefits and payroll. You can connect with him on LinkedIn here.