What do Leaders expect from their HR Business Partners?
(This came to me anonymously from an HR Director - Steve)
I wanted to ask the HR Net folks for clarification around the HR Business Partner (HRBP) role in your companies.
I'm curious from those who have clients (consultants) and the leaders you work with (inside companies) what do leaders say they need from their HRBPs?
Specifically, I'd like to know what HRBPs need to do to learn/know the business. What questions do leaders wish their HRBPs would ask? What data do they want to see that would help them make more informed decisions?
I'm trying to get this benchmark data to use in a presentation to our senior leaders. Thanks for any input you can share!
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I'm an HRBP I can share what is expected of me if they want to talk! Schamblee@acerelocation.com
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Where I work we want the HRBPs to serve as the HR Director of their own company, figuratively. We want them to know the turnover, financial data, the dept business strategy and plan, their training needs, level set performance indicators, lead the annual performance review cycle, be the conduit with SME (payroll, benefits, compensation, HRIS, Recruitment..), and over see policy development, implementation and employee relations.
