What is an HR business partner?
A human resource business partner is an HR professional who uses their expertise to help companies and their leadership teams create or evolve their HR departments. The goal of this strategic role is to connect the people-focused side of HR with the business side of running a company to help you achieve your goals and objectives.
Although an HRBP may coach and mentor many employees in your organization, they typically don’t supervise staff members directly.
“HRBPs partner very closely with the executive leadership team, and they are actively involved in the strategic planning of the business and overall organizational goals.”
—Kathy Gusich, executive recruiter
HR business partners’ main roles, responsibilities and duties
HR business partners embrace a strategic role within your company, focusing on the broad role of HR rather than the administrative details. This person considers the overall goals of the organization and its leadership to shape HR policies and procedures that help achieve the desired business outcomes.
They may also take on a variety of roles and responsibilities to help your company achieve its HR and business objectives, such as:
- Partnering with upper management to understand their overall business priorities and current HR needs
- Developing a talent strategy plan that supports the business priorities and working closely with the recruitment teams to help implement it
- Creating strategic ways to improve the relationship between the company’s leadership and its employees
- Monitoring the budget for the HR department and allocating funds when necessary
- Collaborating with leadership on the performance management process and career development programs
- Evaluating the current departments and roles to ensure they align with the company’s current goals and objectives
- Working with recruitment professionals to identify the roles required for growth within the company
- Helping oversee and create job descriptions to attract candidates
- Participating in candidate screening and job interviewing processes to ensure new hires align with upper management’s goals
- Drafting new HR policies in accordance with organizational goals, industry trends and applicable labor laws and regulations
- Staying current with HR trends to develop solutions that leverage the latest best practices
- Ensuring a strong understanding of laws and regulations to help the company stay in compliance
HR business partner qualifications and requirements
To hire the right HR business partner for your company, you may review their background and qualifications.
Here’s a list of qualifications that HRBPs typically require:
Soft skills
When considering a skills-first hiring approach, HR business partners generally need strong soft skills to effectively support both employees and leaders. Clear communication, emotional intelligence and relationship building can help establish trust and influence decisions. A consultative mindset, critical thinking and adaptability allow HRBPs to align people strategies with business goals, while conflict resolution skills enable them to manage sensitive issues fairly and professionally.
Professional experience
To become an HR business partner, you may also want candidates who have professional experience in a related role. It’s common to expect a potential HRBP to have 10 years or more of experience in human resources or business. This helps them achieve a detailed understanding of HR, its related departments and strategic practices.
Optional certifications
Consider candidates who strive to stay up-to-date on HR trends and labor laws by obtaining industry certifications. Having one or more certifications could indicate that they’re dedicated and knowledgeable about the industry.
Importance of hiring an HR business partner
An HR business partner can provide several benefits to your business, including the following:
- Reviving or reforming the talent acquisition team: HRBPs can help overhaul the practices and overall goals of your talent acquisition team. They can provide educational expertise on how to attract top-tier talent to your business and strategic insights on how to narrow down a group of applicants.
- Providing education for the HR department: With previous experience in the department, HR business partners typically have a wide range of knowledge to share with your HR employees. They can help your team discover new ways to engage your existing workforce and support company objectives in ways that motivate employees.
- Ensuring new hires align with business objectives: HR business partners participate in the hiring process and can leverage their knowledge of your business goals to help the hiring team focus on the types of candidates to look for.
- Substituting for absent roles in HR and recruitment: If you operate a small- or medium-sized business, you might not have all positions within HR filled. An HR business partner can take on one or more roles in human resources, talent acquisition or recruitment.
- Creating organized planning: HR business partners can develop a structured framework for your HR department, which may bring more order to your business operations and decision-making processes. This can improve overall efficiency and consistency.
- Introducing new perspectives: An HR expert can offer your company a different perspective on the HR industry as a whole. They can provide insight into the latest trends and best practices.
An HR business partner is a strategic force who aligns people decisions with business success. By bridging leadership vision and workforce reality, a strong HRBP may drive smarter hiring, sharper culture and sustainable growth.
