Competencies of HR &

HR Business Partner
1402 ‫پاییز‬
October 2023

HR/HRBP Competencies
‫مقدم‬
Dr. ‫محسن مرادی‬
Moradi-Moghadam
1
 Moving towards the implementation of the
operational model of HUMAN CAPABILITY

What are Competencies of HR or

HRBP?

HR Process_
Dr. Moradi-Moghadam
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 ADL SPOR-C ‫مدل‬

3. Do you follow key processes to

1. Establish the right
deliver the strategy in line with
strategy and objectives to
Strategy the organization design? Are
achieve MCI’s vision
they clearly defined?

2. Is your current organization Process 4. Are the current deployed

structure in line with your resources enabling effective
strategic objectives? implementation of the
processes? ? What are their
Organization Resources current roles and responsibility?
What are their current
competencies/skills?
Culture

◼ Ensure that the relevant information is readily available

◼ Ensure that information is accurate and reliable
◼ Ensure that communication is efficient

Source: Arthur D. Little Analysis

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The best HRBPs possess key competencies for the new work environment

A Nine-Step Process to Improve HR Business Partner Performance (Gartner), 2020

HR/HRBP Competencies
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HRBP Role Most Critical for Effective Line Support

(ER) (SP)
: :

: :

(OM) (EM)
: :

Gartner

A Nine-Step Process to Improve HR Business Partner Performance (Gartner), 2020

HR/HRBP Competencies
Dr. Moradi-Moghadam
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Competency model for the new work environment

In this framework, the most effective Operationa Manager Strategic Partner

(OM) (SP)
development strategies for each of the four Measures and monitors Crafts and implements
existing policies and enterprise-wide strategies
HRBP roles are described. These strategies are Procedures to chronic challenges

based on unique and shared competencies.

Remember that you need to develop the key and
Employee Mediator
Emergency Responder
critical competencies of each role and not simply (ER)
(EM)
Creates sustained
Provides immediate fixes
seek to perform the activities of that role better. solutions to individual
to acute emeregencies
employee challenges

A Nine-Step Process to Improve HR Business Partner Performance (Gartner), 2020

HR/HRBP Competencies
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Development Experiences for Unique Competencie

A Nine-Step Process to Improve HR Business Partner Performance (Gartner), 2020

HR/HRBP Competencies
Dr. Moradi-Moghadam
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Development Experiences for Shared Competencies

HR/HRBP Competencies
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Development Experiences for Shared Competencies

A Nine-Step Process to Improve HR Business Partner Performance (Gartner), 2020

HR/HRBP Competencies
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The evolution of HR competencies to navigate its impact (2021)

Dave Ulrich

HR/HRBP Competencies
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The evolution of HR competencies 1988 to 2022

Dave Ulrich
HR/HRBP Competencies
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HR Competencies as Verbs, Round 8

Dave Ulrich

HR/HRBP Competencies
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1 – Accelerates business

Leaders must also understand HR’s ability to contribute to the above conversations. To do so, they
can use an audit seen in the figure below. HR professionals can use this diagnostic to engage business
leaders about HR’s role in responding to these business challenges.

HR should not focus their discussions on HR but on helping an organisation succeed in the
Dave Ulrich
marketplace.
HR/HRBP Competencies
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2 – Advances human capability

The “HR” field has come to mean anything to do with people in an organisation, and it includes many
terms, initiatives, and actions. This can cause confusions and problems when measuring the success of
HR. To combat this, a standardised framework can enable investors to compare efforts across
companies in the same way that GAAP accounting did to compare financial results. With such a
framework, business and HR leaders can make better decisions about their people and organisation
investments.

HR contributes insights on human capability (talent, leadership, organisation, and HR practices) to deliver value.
Dave Ulrich

HR/HRBP Competencies
Dr. Moradi-Moghadam
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3 – Mobilizes information

Human capability work is both an art (creative ideas) and a science (evidence-based
solutions). We have seen four stages of work on how HR can mobilise information to
improve business outcomes.

Dave Ulrich

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4 – Fosters collaboration

In our research on creating an effective HR department, we found that a positive relationship within HR
and between HR and all stakeholders (employees, leaders, customers, investors) had more impact on
stakeholder outcomes than the design of the HR department.
Collaboration begins within the HR department when HR professionals in various roles (specialists or
generalists; administrative or strategic; technology or face-to-face; corporate or business) work well
together.

Dave Ulrich

HR/HRBP Competencies
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4 – Fosters collaboration

Ultimately, HR turns aspirations into actions by turning complex options into simple solutions. HR
models and embeds the discipline of simplicity by encouraging divergent thinking that explores
options and then facilitating convergent thinking that focuses on solutions. By so doing, HR makes
knowledge productive.

Dave Ulrich

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The impact of human capability

Dave Ulrich

HR/HRBP Competencies
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Summary of Competencies

Business Acumen
(financial, digital, Problem solving and Culture & champion of
organizational design thinking change
management)

Analytics Designer and Human resources Communication and

interpreter expertise networking

Relationship
management & conflict
resolution

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 ‫با آرزوی موفقیت‬

https://postmba.org/‫مقدم‬-‫مرادی‬-‫محسن‬-‫دکتر‬/

https://www.linkedin.com/in/mohsen-moradi-moghadam-14a19243/
HR/HRBP Competencies
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M.Moradi618@gmail.com