In this blog, we look at some of the basic characteristics of being an effective HRBP and provide tips on how to use workforce reporting & analytics to drive business outcomes. We’ll break it down into analytics projects that Do things (operational), Help things (strategic), or Fix things (change).
HR Business Partner
- HR Business Partners (HRBPs) support clients in accomplishing their business goals
- HRBPs run initiatives to increase productivity, support the development of organizational capabilities, acquire, develop and retain talent.
- HRBPs roll out HR programs and change into the business unit
- Business Acumen
- Line of Business (LoB) knowledge
- Customer relationship management
- Talent Acquisition/Recruitment/Interviewing
- Org development and change management
- Communication and consultation
- Understanding the LoB financials, objectives, strategies and measures of performance.
- Understanding the LoB strengths, weaknesses, opportunities and threats
- Understanding the LoB business plan, people/headcount.
- Understand the key LoB people metrics, engagement and sentiment (current and recent history)
- Assisting in LoB identify and manage people risk – and how that translates into the ability to deliver on their LoB plan
- Contribute to, design and implement people programs
When it comes to Data-Driven HR, HR Business Partners must:
- Focus on what’s relevant to the business
- Develop their personal skills and competencies
- Adopt a capability mindset
- Ensure Data-Driven HR is not just a one-off project.