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.
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.
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.
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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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.
