HRBP: Goals, Duties and Challenges in Companies

HRBPs are HR professionals who ensure that human resources strategies are aligned with business goals. HRBP or Human Resources Business Partner also has a crucial role in an increasingly dynamic and competitive world of work.

Rapid technological change, globalization, and shifting workforce demographics have changed the way companies operate. Businesses must be more adaptive and innovative to remain competitive and this is where HRBP plays an important role.

HRBPs also serve as change agents, helping organizations navigate major transformations such as restructuring, mergers, or cultural changes. With a deep understanding of business objectives and operational challenges, they are able to provide valuable insights and relevant solutions.

Understand more about HRBP in the following article.

Definition of Human Resources Business Partner (HRBP)

HRBP is a professional in the field of human resources who acts as a strategic partner for business management. The primary function of an HRBP is to ensure that human resource strategies and practices are aligned with business goals and needs.

This means that the HRBP is not only responsible for traditional HR administrative tasks which usually consist of payroll, recruitment and employee management. But also involved in making strategic decisions that influence the overall direction and success of the company.

HRBP objectives

The main objective of HRBP is to align human resource strategies with business objectives in order to improve overall organizational performance. Here are some specific goals of HRBP:

Supports Business Goals

HRBP works to ensure that all HR initiatives support the company's strategic goals. This means they must understand the business vision and mission in order to direct human resources to support the achievement of these goals.

Talent Development and Retention

HRBP plays a role in identifying, developing and retaining the best talent within the organization. They design training and development programs that enable employees to improve their skills and abilities. Ultimately, these efforts will increase productivity and innovation.

Improved Employee Performance

One of the main goals of HRBP is to develop an effective performance management system. This involves setting clear performance goals, providing constructive feedback, and administering performance appraisals.

Increase Employee Engagement and Satisfaction

HRBP aims to create a positive and supportive work environment, where employees feel valued and motivated. They develop programs and initiatives that increase employee engagement, such as recognition of achievements, work-life balance, and career opportunities.

Managing Organizational Change

In facing business changes, HRBP functions as a change agent. They help organizations manage the change process, ensuring that the transition goes smoothly and is well received by employees.

Ensure Compliance and Manage Risk

The HRBP is also responsible for ensuring that the company complies with all relevant employment regulations. They work to identify and manage human resources-related risks, such as legal issues or non-compliance that could harm the company.

HRBP Duties and Responsibilities

In carrying out its strategic role, HRBP has a series of broad and complex tasks and responsibilities. The following are some of the main duties and responsibilities, namely:

Maintaining a Balance Between Business Strategy and Employee Needs

HRBPs work closely with managers and business leaders to understand business needs and goals. With a deep understanding of the business, HRBP can develop and implement HR strategies that support achieving these goals.

An example can be seen when a company plans to expand its market to a new region. HRBP will play a role in planning employee recruitment and development in accordance with the expansion needs.

Managing Organizational Change

In an ever-changing business world, the ability to manage change is key. HRBP helps companies manage change, be it restructuring, mergers, acquisitions, or changes in organizational culture.

They ensure that these changes run smoothly and are accepted by employees, so that they do not disrupt productivity and morale.

Employee Development

Employee development is one of HRBP's main focuses. They are responsible for identifying training and development needs, as well as designing programs that improve employee skills and competencies.

HRBPs also work closely with managers to identify potential talent and plan career paths that allow for professional growth.

Providing Strategic HR Solutions

HRBP uses data and analytics to make informed decisions about HR strategy. They analyze employee data, such as retention rates, employee satisfaction, and productivity.

This is done to identify areas that need improvement and develop effective solutions. With this data-driven approach, HRBP can make a significant contribution to overall business performance.

Supports Performance Management

HRBP plays a role in developing and implementing an effective performance management system. They work with managers to set performance goals, provide constructive feedback, and manage the performance appraisal process.

With an effective system, companies can ensure that employees work according to expectations and contribute optimally.

Challenges Faced by HRBP

While the role of HRBPs is critical, they also face a number of complex challenges:

Aligning Business Strategy and Employee Needs

One of the main challenges of HRBPs is maintaining a balance between business interests and employee needs. They must ensure that HR strategies support business objectives without neglecting employee well-being.

This requires strong communication and negotiation skills to find mutually beneficial solutions.

Adaptation to New Technology

With rapid technological advances, HRBP must always be up-to-date with new tools and systems that can increase the efficiency and effectiveness of the HR function. This includes the use of HRIS (Human Resource Information System) software or data analysis tools and digital communication platforms.

Adaptation to this technology requires ongoing training and development.

Managing Diversity and Inclusion

In an increasingly diverse work environment, HRBPs have a responsibility to manage diversity and inclusion. They must ensure that the company creates an inclusive work environment, where every employee feels valued and supported.

This involves creating anti-discrimination policies, diversity awareness training, and other initiatives that support inclusion.

The role of HRBP is vital in ensuring alignment between human resource strategy and business goals. With duties that include employee development, performance management, and managing organizational change, HRBPs contribute significantly to a company's success.

However, they also face complex challenges. Therefore, HRBPs must have strong skills of deep business understanding and the ability to adapt.

In the world of HR itself, there are still many things that need to be understood for the continuity of the company. You can learn more about it by taking part in the HR Today: Building Employee Experience program from prasmul-eli.

With a learning duration of two days, this ISO 9001:2015 certified program has the following five discussions:

• HR Today - What & Why, People Strategy
• HRM Models
• Acquiring - DEI & EVP (Employer Branding)
• Developing - Bench Strength & Reskilling Upskilling
• Maintaining - Well Being, Mental Health, Hybrid Working, Work Life & Play

Contact prasmul-eli for more complete information via this link!