The role of HRBP in personnel work

HRBP: Human Resources Business Partner.

HR Business Partner (HRBP) is a hot keyword in the HR industry in recent years, and HRBP has become a very important career development direction for HR professionals.

But, what exactly does an HRBP do? What is the relationship with the six modules? Which companies in China have set up HRBP?

How effective is it in practice? What are the career prospects for an individual who wants to transition to HRBP? What are the requirements?

It is not easy to find the answers to the above questions one by one.

After nearly two years of accumulation, Ziyue Job Search Consulting officially launched the "HRBP Training Camp" project in June 2014. The bootcamp program aims to help more people understand and master the core concepts of HRBP, share the core values and best practices of HRBP, and cultivate the core skills required by HRBP through intensive training, so as to help more people achieve greater breakthroughs in the workplace and enterprises.

The HRBP Bootcamp Syllabus for Job Counseling

Part 1 Role (HRBP Role Positioning).

1. Who and why of HRBP

2. HRBP and three-pillar model.

3. The relationship between the traditional six modules and HRBP.

4. HRBP value and role positioning.

Part 2 Practical (HRBP Best Practices).

1. Common HRBP organizational structure.

2. BP practice cases (BAT) of domestic enterprises

3. BP practice cases of multinational companies (IBM, MS) 4. The way of human resource transformation of traditional enterprises.

5. Suggestions for the development of HRBP for personal transformation.

Part 3 Case Study (HRBP Case Study).

Case 1: Organizational restructuring and organizational change.

Case 2: Construction of strategic performance system.

Case 3: Salary Reform and Salary Adjustment.

Case 4: Talent inventory and potential talent management.

Case 5: Design of employee equity incentives.

Case 6: Leadership development (action learning, online and offline).

Chapter 4 Methods (HRBP Thinking Methods).

1. Internet thinking that HR should have.

2. HR should have product-oriented thinking.

3. Structured thinking that HR should have.

4. HR should have the human resources thinking.

Chapter 5 Competency (HRBP Skills Training).

1. Deconstruct the HRBP competency model.

2. HRBP's professional ability (proficient in human resources professional skills) 3. HRBP's business ability (familiar with business problems and needs) 4. HRBP's consulting ability (rapid diagnosis and solution) 5. HRBP's management ability (efficient operation of human resources projects).

HRBPJob ResponsibilitiesAnd the content of the work, if it is theoretically defined and positioned, is all the work related to solving the human resource management problems of the business department, which may be the recruitment and allocation of personnel, the construction of the internal performance system and the formulation and implementation of the performance plan, or the establishment of the personnel training system.

However, the different situations and positioning of each company and each company's department also determine the different job responsibilities and work content that HRBP focuses on in a certain period of time, because it is impossible to carry out all human resources projects and tasks at the same time in a certain period of time.

On the other hand, in the specific practice of each company, there is also a lot of transactional work that teases the various modules of traditional human resources, but in order to catch up with the fashion, the company leaders use the job name and department name to look more tall and taller HRBP.

To sum up, the main job responsibilities and work instructions of an HRBP position in a specific company may be different, but in general, the following scope cannot be escaped.

HRBP's main responsibilities and work content are to be responsible for the implementation of the company's human resource management policy system and system scope in each business unit, assist the business unit to improve human resource management, and help cultivate and develop the human resource management ability of cadres at all levels of the business unit. The job responsibilities are to train employees according to the business needs of important departments of the enterprise, formulate a reasonable employee growth plan, and track the implementation and implementation.

HRBP is also known as HR Business Partner. In fact, HRBP is a human resources manager who is stationed in various businesses or business units to assist senior management and managers of various business units in employee development, talent discovery, and ability development.

Its main work content is to be responsible for the implementation of the company's human resource management policy system and system norms in various business units, assist business units to improve human resource management, and help cultivate and develop the human resource management ability of cadres at all levels of business units.

The job responsibilities and work content of HRBP are: 1. Responsible for the implementation of the company's human resource management policy system and system norms in each business unit; 2. Assist business units to improve human resource management; 3. Cultivate the human resource management ability of cadres at all levels of the business unit. The job requirements for HRBP are:

1. Human resources or related majors, bachelor's degree or above; 2. Understand the work of each module of human resources; 3. Have excellent professionalism and be able to withstand certain work pressure; 4. Have a good sense of professionalism and responsibility; 5. Strong communication and coordination skills.

For HR with the traditional 6 major parsm modules, the prospect of HRBP will be better, and it can even be converted from a logistics training assistant position to a business position.

1. HRBP is actually the human resource manager assigned by the enterprise to various businesses or business divisions. The work content includes assisting the senior management and managers of each business unit in employee development, talent discovery, ability training, etc., such as: responsible for the implementation of the company's human resource management policy system and system norms in each business unit, assisting the business unit to improve human resource management, and helping and developing the human resource management ability of cadres at all levels of the business unit.

2. Essentially, because truly effective HR work must serve business results. The original HR division of labor system leads to too much HR work, too scattered attention, often driven by projects or processes, and it is difficult to go deep enough into the business and think about how to do it better for the business from a business perspective. Therefore, the three pillars are actually to extract the three values of HR, so that the industry has a specialization, and a qualified HRBP actually has quite high requirements for business insight, organizational insight and HR professional foundation.

The competencies that HRBP (Human Resources Business Partner) needs to possess are as follows:

1. Knowledge: HRBP plays the role of an expert consultant and should have the ability to make professional solutions, such as relatively customized incentive assessment programs, talent training programs, etc. It is necessary to have systematic knowledge of human resources theoretical models and human resources related tools, and be able to apply professional tools to solve complex problems and propose solutions for optimization and improvement.

2. Experience: To provide support for the business, then you must have business-related experience, some good HRBP does not necessarily come from the HR department, he can come from the business department, and to a certain extent, he can also become a good HRBP. Understanding the business is a very important ability, some HR professionals are very strong, but if they do not have a deep understanding of the business, they will not support the business, and it will be difficult to be business-oriented and drive the business system.

3. Ability: To develop interpersonal skills and maintain cooperative relations, HRBP to implement various institutional processes, to get support, both sides reach a consensus, must win recognition, if not active enough to communicate and coordinate, a lot of work will respond very passively, not smooth. It is necessary to have business management capabilities, identify the differences between policies and systems and the current situation of the business, find and understand problems and opportunities, be result-oriented, help the business to develop and grow, the business and organization have not changed for the better, no matter how professional you are, and then understand the business, in the end it is zero.

1. HRBP is the full name of Human Resource Business Partner, which is the human resource manager dispatched by the enterprise to various businesses or business divisions.

2. Its main work content is to be responsible for the implementation of the company's human resource management policy system and system norms in various business units, assist business units to improve human resource management, and help cultivate and develop the human resource management ability of cadres at all levels of business units. In order to do a good job in HRBP, it is necessary to provide unique solutions according to the special strategic requirements of business departments, and truly embed the value of human resources and itself into the value modules of each business unit, so as to truly realize the important role of HRBP.

A new trend emerged in the field of human resources a decade or two ago, called the three pillars of HR, and HRBP is a very key pillar. So what is the HRBP position? Let's take a look at it with me.

HRBP is also known as HR Business Partner. HRBP is actually the human resource manager assigned by the enterprise to each business or business division. In order to do a good job in HRBP, it is necessary to provide unique solutions according to the special strategic requirements of business departments, and truly embed human resources and their own value into the value modules of each business unit, so as to truly play and realize the important role of HRBP.

1. Maintain good communication with the human resources department of the headquarters, take the initiative to provide professional advice and support in a timely manner, and provide timely feedback and solve the development needs of the team;

2. Assist the person in charge in team building planning and cultural construction, create good employee relations, plan and organize employee activities, and prevent and deal with labor risks;

3. Implement and implement the human resources policies of the group headquarters to ensure the synchronous realization of human resource management performance;

4. Responsible for recruitment and talent allocation optimization to ensure the stability of key employees;

5. Responsible for implementing and promoting the company's performance appraisal policy, and proposing incentive plans and specific implementation measures.

1. The work content is different: HR mainly realizes enterprise management through six modules, which are to review employees starting from themselves, carry out work in an orderly manner, think about things from the standpoint of employees, combine human sustainable incentives, and arrange work to settle down in the corporate strategy. The main work content of HRBP is to be responsible for the implementation of the company's human resources or blind management policy system and system norms in each business unit, assist the business unit to improve human resource management, and help cultivate and develop the human resource management ability of cadres at all levels of the company.

2. The key points are different: the key points of HR are to integrate the human resource plan with the strategic goals and action plans of the enterprise, the design of jobs and positions should help promote enterprise innovation, the compensation and reward system should be adapted to high-performance work, and the importance and promotion of teamwork. The key point of HRBP is to provide unique solutions that are tailored to the specific strategic requirements of the business units, and to truly embed the value of human resources and themselves into the value modules of each business unit.

HRBP is also known as HR Business Partner. HRBP (HR Business Partner) is actually the human resources manager assigned by the enterprise to each business chaperone or business unit, mainly to assist the senior management and managers of each business unit in employee development, talent discovery, ability training and other aspects.

HR-BP is an integrator. This role determines that HR-BP should not be overly biased towards the business department and ignore the overall situation of the whole company, as well as the consistency and fairness of policies and processes; It should also be flexible and be a multi-party coordinator; So HR-BP also has to learn to balance. In short, if HR-BP wants to exert professional influence, it must have a strong ability to play four roles at the same time:

Friends, consultants, professionals, and integrators.

HRBP is different from traditional HR in that it needs to be both internal and customer-oriented, so what is the position of HRBP? What kind of abilities and qualities do you need? The following is the relevant content I have collated, you can refer to it.

HRBP stands for Human Resources Business Partner, which is actually a human resources manager who is assigned to various business departments by the company, and assists the senior management and managers of each department in employee development, ability training, talent discovery and other aspects. In general, HRBP is to be a good communication bridge between the human resources department and the business department, help the business department set the work goals and plans of human resources, and establish the internal customer service awareness of the business department, provide them with professional human resources solutions, mainly focus on providing personnel management consulting to support the business department's strategy, and their behavior model is the key success factor.

Participate in the management of business departments from the perspective of HR;

Cooperate with the HR R&D team and HR support team to provide effective HR solutions;

Feedback to HR experts and HR sharing centers on the implementation of HR policies, HR projects and HR processes;

Coordinate employee relations and investigate training needs;

Formulate and implement the annual HR work plan of the business department;

Operational HR strategy and implementation plan adapted to the business unit;

Participate in the leadership development and talent development channel construction of the business department;

Supporting corporate culture change and participating in change actions;

Establish a human resource management system for the business department.

Have the ability to motivate and motivate the members of the organization to be part of the change;

Ability to identify associations and relationships within the Organization and other organizations, and to identify key individuals;

Focus on and discover the needs of customers, and try our best to meet customer needs;

the ability to integrate one's own business and the environment in which it operates to identify outstanding success factors;

Gain knowledge in the field of human resource management, visualize it and expand it;

Understand that people and organizations are key to the long-term success of a business and translate them into people, processes and systems in the current development landscape;

identify problems, identify opportunities and possibilities, and take action;

Gain insight into others and their interests, persuade and influence others, and support an opinion or target.