Today’s guest post is from Paul Vagadori, VP of Human Resources at Lahlouh. Paul is a good friend of mine and HR consigliere. He is a veteran in the art of people management ranging from Tech start-ups to manufacturing & service environment.
So a little bit of background – I’ve heard the term Human Resources Business Partner mentioned in the context of human resources and thought it would be useful for Paul to weigh in on what this means to him and his trade.
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What is a Human Resources Business Partner (HRBP)?
Formally stated, the HRBP is responsible to measurably contribute to the organization’s success, which align with and accelerate the business strategic objectives.
It has been more than 15 years since Dave Ulrich introduced the concept of the Human Resources (HR) Business Partner as a future model for impactful HR. At its core, the HR Business Partner (HRBP) represents a function integral to and imbedded in the organization, at the business unit level in large organizations or small. It doesn’t have to “align” because it is already “part of.” And yet, some organizations and industries are unfamiliar with the concept.
The good news–It is about YOU, and your skill set, your contribution — more than the title or the reporting relationships. Query most HR leaders who found the way to the much lauded “table” and they share a common path — whether they had the title or not, they operated as partners — from the beginning.
The skills and experience of a successful HR Business Partner should encompass the following: analytical ability, accountability systems, courage, power and influence, and ability to see the big picture, to name a few. The success of this role is achieved by applying thorough HR knowledge and experience, utilizing a broad range of human resources solutions, strategies and processes, and working closely and collaborating with leadership teams. Specifically, the practitioner provides HR consulting, insights and solutions to the leadership team and managers that address business challenges; and contributes to the development and attainment of successful business results.
Does this make sense for my organization? So what specific actions and relationships should you expect to have with an HRBP? Generally speaking, they can be categorized as the following: Partner, HR Expert, Workforce Planner, Coach, Change Agent, and Culture Champion. Imagine a savvy collaborator that thinks strategically and possesses applicable HR acumen, business knowledge and strong ethical and personal credibility.
Bottom line….call the function whatever you wish, it provides a valuable resource.