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.
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In my experience as an HR Consultant, this is what leaders want to see from their HR teams: business acumen, strategic thinking, and problem-solving skills, coupled with great communication skills and the ability to align HR strategies with business goals.
HRBPs can learn the business by talking to leaders about their business priorities, what is going wrong and what does good look like. Attend business meetings, review the financials and KPIs.
HRBPs should ask about priorities for the next 6-12 months, what are the challenges, what skills will leaders will need in the future.
Useful data is: Turnover, retention, and succession planning. Engagement data and compensation benchmarking.
