HR Business Partner

The HRBP is a mid-level professional in, typically, a growing company whose

responsibilities include hiring, compensation and benefits, HR administration,
and other tasks.

HR Role family:Advisor
Salary range:$73,000 - 89,000
Work experience:1-3 years
Key Responsibilities

Supporting leaders in decision-making related to people management issues and

ensuring compliance with processes related to HR (training and development,
employee engagement, performance, career, pay, attraction and selection, etc.)

Analyzing people management indicators and developing initiatives from insights

collected

Participating in the development or improvement of people management

processes
Skills & Competencies

Analytics Translation

Builds Trust

Business Advisory/Partnering/Generalist

Compensation

Employee Relations and Labour

Interprets context

Manages Conflict

Sets direction

Solves Problems

Talent and Performance Management

Understands Customers

Career paths
Path 1

Path 2

Path 3

Path 4

HR Business Partner
Talent Manager
HR Manager
Divisional/ Regional HR Head
Chief People Officer (CHRO)
Training programs

OpenCERTIFICATE PROGRAM
HR Generalist

Beginner| 26 hoursThe HR Generalist Certificate program gives you the

knowledge, tools, and templates you need to succeed as an… View
courseCERTIFICATE PROGRAM
HR Manager

Advanced| 22 hoursAs the HR function gravitates towards the center of

organizations, HR Managers are being called upon to make…View
coursePopularCERTIFICATE PROGRAM
HR Business Partner 2.0

Intermediate| 33 hoursHRBPs are at the frontline of the business, fulfilling the key
role of integrating business strategy with people…View course
More details & resources

Job Description Template: HR Business Partner

Job Title: HR Business Partner

Location: [Insert location]

Reports to: [Insert name and title of supervisor]

The HR Business Partner is responsible for providing strategic HR support and

guidance to senior leaders and managers in the organization. They work closely

with key stakeholders to develop and implement HR strategies and initiatives

that support the overall business objectives.

Key Responsibilities:
 Act as a strategic partner to senior leaders and managers to understand their
business objectives and develop HR strategies to support them.

 Provide guidance and advice to managers on HR policies and procedures, and

ensure compliance with HR laws and regulations.

 Develop and implement HR programs and initiatives to support employee

engagement, retention, and development.

 Analyze HR data and metrics to identify trends and areas for improvement,
and develop action plans to address them.

 Partner with the talent acquisition team to identify and recruit top talent to
meet the organization's business needs.

 Facilitate the performance management process, including goal setting,

performance reviews, and development plans.

 Coach managers on effective leadership and management practices.

 Manage employee relations issues, and provide guidance and advice on

conflict resolution and employee discipline.

 Support organizational change initiatives, and partner with managers to

ensure successful implementation.

Key Requirements:
 Bachelor's degree in Human Resources, Business Administration, or a related
field.

 5+ years of experience as an HR Business Partner in a large organization.

 Strong knowledge of HR laws and regulations.

 Proven track record of developing and implementing HR programs and

initiatives that support business objectives.

 Excellent communication and interpersonal skills, and ability to build strong

relationships with stakeholders.
 Strong analytical skills, and ability to use HR metrics and data to drive
decision-making.

 Ability to work independently and as part of a team, and manage multiple

priorities and deadlines.

 Strong coaching and mentoring skills.

 Demonstrated ability to work with senior leaders and influence decision-

making.

Detailed Responsibilities & Tasks

 Act as a strategic partner to senior leaders and managers to understand their
business objectives and develop HR strategies to support them.

 Provide guidance and advice to managers on HR policies and procedures, and

ensure compliance with HR laws and regulations.

 Develop and implement HR programs and initiatives to support employee

engagement, retention, and development.

 Analyze HR data and metrics to identify trends and areas for improvement,
and develop action plans to address them.

 Partner with the talent acquisition team to identify and recruit top talent to
meet the organization's business needs.

 Facilitate the performance management process, including goal setting,

performance reviews, and development plans.

 Coach managers on effective leadership and management practices.

 Manage employee relations issues, and provide guidance and advice on

conflict resolution and employee discipline.

 Support organizational change initiatives, and partner with managers to

ensure successful implementation.

Detailed Skills Description

 Business acumen: HR Business Partners need to have a solid understanding of
the organization's operations, financials, and overall strategy to effectively
align HR practices with business objectives.

 Strategic thinking: HR Business Partners need to be able to develop and

implement HR strategies that support the organization's goals and objectives,
and be able to anticipate and respond to future business needs.

 Relationship building: HR Business Partners need to build strong relationships

with stakeholders across the organization, including senior leaders,
managers, and employees, to effectively support HR initiatives.
 Communication: HR Business Partners need to be able to communicate
effectively with a range of stakeholders, including presenting data and
insights in a clear and concise manner.

 Change management: HR Business Partners need to be able to effectively

manage change initiatives, including communicating change, addressing
resistance, and ensuring successful implementation.

 Talent management: HR Business Partners need to have expertise in talent

acquisition, development, and retention to effectively support the
organization's workforce needs.

 Data analysis: HR Business Partners need to be able to analyze and interpret

HR data to inform decision-making and measure the success of HR initiatives.

 Problem solving: HR Business Partners need to be able to identify and solve

complex HR problems, often requiring a creative and analytical approach.

 Collaboration: HR Business Partners need to be able to work collaboratively

with other HR professionals and teams to ensure consistent and effective
delivery of HR programs and services.

KPIs for this role

 Time-to-fill: The average amount of time it takes to fill open positions, which
can be an indicator of the efficiency of the talent acquisition process.

 Employee engagement survey results: The results of employee surveys

measuring engagement and satisfaction with the organization, which can be
an indicator of the effectiveness of HR programs and initiatives.

 HR cost per employee: The total cost of HR services and programs divided by
the number of employees, which can be an indicator of the efficiency of HR
operations.

 Diversity and inclusion metrics: The percentage of employees from

underrepresented groups and the effectiveness of HR programs to support
diversity and inclusion initiatives.

 Performance management metrics: The percentage of employees who meet or

exceed performance expectations and the effectiveness of HR programs to
support performance management.

 Leadership effectiveness: The ability of HR to develop and support effective

leadership practices, as measured by feedback from managers and leaders.

 Compliance metrics: The effectiveness of HR programs and processes to

ensure compliance with legal and regulatory requirements