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HRBP

The document discusses the role of an HR Business Partner (HRBP). It describes the HRBP as a liaison between HR and internal clients who [1] leads HR processes, combines existing solutions, and requests adjustments from HR experts; [2] has decision-making power and is a single point of contact; and [3] understands the business and can customize solutions for clients. Potential risks of the HRBP role include prioritizing clients over HR goals, overloading HR experts, and failing to find win-win solutions. The role is described as mission-critical because HRBPs can help clients and optimize workforce utilization while balancing ideas from HR and business feedback.

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Priscilia Karina
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239 views8 pages

HRBP

The document discusses the role of an HR Business Partner (HRBP). It describes the HRBP as a liaison between HR and internal clients who [1] leads HR processes, combines existing solutions, and requests adjustments from HR experts; [2] has decision-making power and is a single point of contact; and [3] understands the business and can customize solutions for clients. Potential risks of the HRBP role include prioritizing clients over HR goals, overloading HR experts, and failing to find win-win solutions. The role is described as mission-critical because HRBPs can help clients and optimize workforce utilization while balancing ideas from HR and business feedback.

Uploaded by

Priscilia Karina
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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HR Business Partner

Clara – Fandy – Priscilia – Putri -


Zefanya
Our Welcome
Message

What is HR Business
Partner?
Role of HR Business Partner
HRBP is a sales person of Human Resources.

HRBP shares goals and objectives of Human


Resources and of the internal client.

HRBP leads Human Resources processes.

HRBP proactively collects requirements and


identifies issues.

HRBP combines existing HR solutions and


requests adjustments from HR Centers of
Excellence.
HRBP leads projects for the internal client and
involves employees from HR CoEs to ensure that the
solution is universal for the entire company.

HRBP has a decision making power.


HRBP is a single point of contact for internal
clients and keeps track of all requests and open
items on the agenda

HRBP knows the internal client and can choose


the right negotiation approach

HRBP understands the business of the internal

Benefits client and can represents the interests of the


client in HR

of HR HRBP can adjust the HR schedule to reach goals


and avoid frustrating the internal client

Business HRBP can design custom tailored solution in


Partner case of the urgent need of the internal client

HRBP can build cross functional teams working


on complex organization wide solution

HRBP know top talents and can implement


cross functional talent development programs
Our Welcome
Message
Risks of HR Business Partner
1. HRBP can forget to represent HR at a client; he can start representing the client in Human Resources.
2. HRBP can change goals and objectives of HR to support just one internal client not the entire organization.
3. HRBP doesn’t have to recognize the priorities right and HR can work on difficult projects, which are not beneficial for the
company.
4. The unskilled HRBP can overload CoEs and can put all priorities in a danger.
5. HRBP is not able to negotiate with other HRBPs to achieve a win-win solution.
6. HRBP and CoE can’t agree the solution to be presented to the internal client.
7. HRBP can push an issue by saying “it is for the client”.
Why is HR Business Partner
mission critical role?

1. The skilled HRBP helps internal client find the best solution without HR.
2. HRBP can help to utilize workface the optimal way.
3. HRBP can balance ideas of the HR Management Team with the feedback provided from the business.
4. HRBP can help to set the goals and objectives of Human Resources to reflect the real needs of the company.
5. HRBP knows employees of the internal client and can find the right development programs for them and can move
them internally to new positions.
6. HRBP can lead projects and utilize knowledge gained from internal clients.

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