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    HRBP Activities

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    Monica Stanciu
    The HRBP provides guidance and support on various talent management activities including succession planning, development of high potentials, compensation planning, and employee relations issues. They work closely with business leaders to implement talent strategies, conduct analyses to identify actions for improving culture and the employee experience, and help address people challenges through initiatives and solutions. The HRBP acts as a strategic partner in consulting, coaching, and advising leaders on talent matters while building relationships across the organization.

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    HRBP Activities

    Uploaded by

    Monica Stanciu
    31 views2 pages
    The HRBP provides guidance and support on various talent management activities including succession planning, development of high potentials, compensation planning, and employee relations issues. They work closely with business leaders to implement talent strategies, conduct analyses to identify actions for improving culture and the employee experience, and help address people challenges through initiatives and solutions. The HRBP acts as a strategic partner in consulting, coaching, and advising leaders on talent matters while building relationships across the organization.

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    HRBP activities

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    The HRBP provides guidance and support on various talent management activities including succession planning, development of high potentials, compensation planning, and employee relations issues. They work closely with business leaders to implement talent strategies, conduct analyses to identify actions for improving culture and the employee experience, and help address people challenges through initiatives and solutions. The HRBP acts as a strategic partner in consulting, coaching, and advising leaders on talent matters while building relationships across the organization.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    31 views2 pages

    HRBP Activities

    Uploaded by

    Monica Stanciu
    The HRBP provides guidance and support on various talent management activities including succession planning, development of high potentials, compensation planning, and employee relations issues. They work closely with business leaders to implement talent strategies, conduct analyses to identify actions for improving culture and the employee experience, and help address people challenges through initiatives and solutions. The HRBP acts as a strategic partner in consulting, coaching, and advising leaders on talent matters while building relationships across the organization.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    HRBP activities

    Talent management strategy implementation

    Meeting key stakeholders to discuss people challenges

    Elaborating initiatives for high potential employee’s development

    Providing guidance on people practices such as succession planning and redeployment

    Bringing people expertise and developing solutions to help the business area to deliver its strategy

    Support, participate and/or lead talent and culture related programs and initiatives

    Influencing and building relationships with people around the business

    Questioning and challenging others to get to the root of people and business issues

    Coaching and providing feedback to key stakeholders to help improve business efficiency

    Structuring compensation and benefit packages

    Initiate and deliver staff wellness initiatives

    Improving relations between teams

    Act as a SPOC for clients in relation to TAT team

    Provide guidance regarding talent and culture policies and programs to employees, Leaders,
    executives and clients

    Provide day-to-day talent development guidance to leadership (coaching, counseling, career


    development, performance improvement)

    Manage and resolve employee relations issues; conduct effective, thorough, and objective
    investigations and exit interviews

    Partner with the Talent Acquisition team and hiring leaders to provide recruiting support, including,
    but not limited to creating job descriptions and communicating with candidates through the pre-hire
    and onboarding process

    Advise leaders and Executives on various talent initiatives

    Elaborate reports, analyze the data and propose actions based on findings

    Consulting & Coaching: Partner with leaders to develop and design strategies aligned with business
    outcomes

    Organizational Development: Uses a consulting framework to improve the health and effectiveness
    of the organization through various methods, tools and techniques impacting business results.
    Examples including organization design, change enablement and leadership, workforce planning,
    effective leadership, and coaching

    Data and Analytics: Leverages data and analytic skills to drive decision making and action. Designs,
    develops and deploys solutions through on-going analysis and tying multiple data sets together to
    recommend action aligned with business strategies
    Candidate experience management: Overseeing the candidate experience, analysing candidate
    satisfaction survey and propose actions in order to provide great candidate experience

    Talent Management: Understands the organizational talent strategy, talent plans and supply chain of
    internal and external talent. Drives business talent strategy and plans by applying talent acquisition,
    workforce planning, total rewards and inclusion and diversity practices to drive talent outcomes

    Culture and Employee Experience: Deep understanding of culture, diversity and the drivers
    impacting a positive employee experience. Fosters inclusion, diversity and culture practices to create
    and maintain a positive, rewarding, and inclusive environment

    Business Fluency: Financial understanding and business operations knowledge. Understands how the
    business unit operates, major categories of cost and how profits are generated. Able to articulate
    the strategy, customer base and external factors impacting the business

    Identifies training needs for business units and individual executive coaching needs

    Diversity & Inclusion: Integrates, aligns, and embeds Inclusion and Diversity Strategy within the
    People Strategy and all aspects of Human Capital Work

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