HR Business Partner

The HR Business Partner collaborates with management in order to enable measurable difference in employee focus and increase productivity. He formulates partnerships across the human resource department to facilitate the delivery of value-added services to management and employees that reflect the business values and objectives.

The HR Business Partner also provides project leadership for human resource initiatives. As part of the human resources department, he also provides mentorship to less experienced human resource professionals.

Objectives and Responsibilities of the HR Business Partner

Management and Support: The HR Business Partner provides the day-to-day performance management guidance to the business’s management personnel through coaching, career development, counseling, and disciplinary actions. In this capacity, the HR Business Partner manages and resolves complex employee-relations issues.

The HR Business Partner also takes initiative and provides informal leadership and mentorship to less experienced HR professionals within the business where he acts as the program/process leader for various HR initiatives, for example, performance management process, succession planning, or employee development.

The HR Business Partner creates a people plan for the business and its various departments taking into account the wider HR agenda and any specific people issues that may be existent within the business. He also implements talent management processes for all employees in all departments within the business and provides thought-leadership on issues that may avail improved operation and performance of the business as a whole as well as the HR department.

He further provides support to stakeholders by coaching them into thinking innovatively about their work processes and team structures with a view of improving the business’s overall efficiencies.

Strategy: The HR Business Partner supports the embedding of the business’s strategies at various departments and levels. In this capacity, the HR Business Partner provides guidance and input on workforce planning, business unit restructures, and succession planning, ensuring that core HR processes are applied appropriately and in a legally compliant manner.

In this capacity, it is the HR Business Partner’s role to develop strategies for people management, succession planning, and talent management for key managerial positions and for stakeholders. The HR Business Partner also develops a power plan for the business in order to guarantee that resources are managed strategically. This is inclusive of developing a strategic approach to recruitment of key personnel.

Analytics: In his analytical role, the HR Business Partner analyzes trends and metrics in partnership with other HR teams in order to develop and enhance solutions, processes, and programs that address current problems and also to avoid future ones. The HR Business Partner assists in the measuring, validating, and testing of the effectiveness of metrics that are applied by the business to assess and drive productivity optimization.

He is also tasked with developing programs and methods that aid in the achievement of measurable improvements in metric results and which avail actionable people management solutions and strategies.

Relationships: The HR Business Partner is also tasked with maintaining healthy relationships across the business. In this capacity, he conducts regular meetings with the various business departments, builds, and develops trusted relationships with the various departmental leaderships.

He additionally oversees and manages complex employee-relations issues, supporting formal appeals and hearings while simultaneously coaching the relevant managers on management best practices.

Collaboration: The role of the HR Business Partner is largely a collaborative one. The HR Business Partner teams up with other HR departmental teams in determining approaches to matters of recruitment, compensation, and other HR functions in order to ensure that the programs in place are effective and efficient. He actively participates in HR department meetings and contributes to the formulation of solutions for the HR department, business department, and business-wide challenges.

The HR Business Partner also works collaboratively with departmental heads throughout the business, assisting them in understanding compensation and rewards programs, training and development programs, and aiding in the indoctrination of proper management and communication practices.

The HR Business Partner additionally works closely with the stakeholders ensuring that they are accessing the most relevant/suitable labor and development programs while supporting the design and development of new/improved labor and development programs. He also works with the stakeholders throughout the business with a view of further driving the people management agenda that will in turn support the achievement of the business’s overall goals.

Knowledge and Opportunity: The HR Business Partner has an obligation to maintain an in-depth knowledge of the legal requirements, internal and external, related to the day-to-day management of employees within the business, reducing legal risks, guaranteeing regulatory compliance, and most importantly enabling employee satisfaction and retention.

In this capacity, the HR Business partner conducts research consistently and avails ways to add value to the business by presenting an appropriate blend of reactive and proactive solutions for people management, which will further the business’s agenda across all departments and ultimately enable the achievement of overall goals.

Other Duties: The HR Business Partner also performs similar duties as he may deem necessary for the proper execution of his duties, or duties delegated by the Senior HR Business Partner, the Director HR Business Partner, the Chief Human Resource Officer, or the Employer.

Required Qualifications of HR Business Partner

Education: The HR Business Partner must have a bachelor’s degree in Human Resources, Psychology, Business or any other related field. He must also have an appropriate people management qualification such as CIPD certification.

Experience: A candidate for the position will demonstrate a minimum of 2 years of working experience in a junior HR position, preferably working as junior support personnel in the HR Business Partner department. A suitable candidate will also have some experience preferably in an organization within the same industry as the business.

The candidate will also demonstrate a strong understanding and experience working with multiple human resource disciplines, for example, employee relations, compensation practices, organizational diagnosis, performance management, staffing, and state employment laws.

The candidate’s familiarity with state employment laws and HR best practices is a necessity for key areas, for example, in the areas of recruitment, remuneration and benefits, and training and development. Additionally, a suitable candidate will also have proven and successful experience executing organizational change programs as delegated by senior HR management.

Communication Skills: The position demands constant interactions with junior employees, management, and stakeholders throughout the business and, therefore, communication skills are an absolute necessity. The HR Business Partner will also need excellent communication skills in order to pass down instructions down the line to junior support personnel, which will determine the effectiveness and performance level of a team.

Conflict resolution is also an additional area that will require exceptional communication skills in order to ensure that solutions are expressed effectively to the relevant parties and throughout the business, hence, avoiding emergence of similar issues in any other department. Communication skills will also be needed in drawing up reports and recommendations for departmental heads and management as well as stakeholders on various people management approaches, strategies, and solutions.

Ms Office: A candidate for this position must be proficient in the use of Ms Word, Ms Excel, and PowerPoint, all necessary for the creation of not only visually but verbally engaging materials, reports, presentations, and proposals for departmental heads and management, stakeholders as well as supporting personnel.

Analytical Skills: A candidate for this position must be capable of gathering and interpreting raw information and data, documenting findings, and drawing appropriate recommendations. From gathered information, the HR Business Partner must have the ability to effectively envision, develop, and implement new strategies that address complex business issues in a long-term manner.

He must also be capable of assessing the performance of existent management programs within the business and recommending changes where improvement is necessary and recommend new approaches in order to improve overall performance and effectiveness within the business.

Interpersonal Skills: The candidate must be a helpful, calm and professional individual, have strong time management skills, have an ability to work on multiple simultaneous projects, have a keen eye for detail, be self-motivated working under minimal supervision, be proactive going beyond the call of duty, and demonstrate calmness during times of uncertainty.

People Skills: The HR Business Partner is an individual who is able to gunner the trust and respect of departmental heads and management. The candidate must, therefore, be a likeable and approachable individual that people are comfortable forwarding concerns to and seeking advice from, working effectively with staff at all levels within the business.

Career path