The Role of an HR Business Partner

Name: The Role of an HR Business Partner
Author: Dari DeSousa

In these lessons, you will learn the differences between HR business partners and HR managers, as well as key skills and metrics. You’ll also learn how to…

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Course: On-Demand

Let's discuss the difference between HR business partners and HR managers, as well as key skills and metrics. You'll also learn how to manage your time and your role as an HR business partner in your organization. Human resources has a stigma. Maybe you've heard in passing or in meetings, "Don't tell HR" or "How can we avoid getting HR involved?" Some people view HR as more problematic than helpful. To change these perceptions, leaders can increase the time they spend on business projects, long-term planning and strategic thinking. Let's first discuss the differences between a business partner and a manager. The HR generalist and HR manager roles are central to any organization. These task-focused positions develop and execute employee-based activities. These tasks are generally policy-related such as onboarding, orientation, handbooks, and payroll. They can also include employee engagement activities such as fostering recognition programs and managing effective performance management processes. Other daily responsibilities of HR include responding to employee inquiries, screening job applicants, and assisting managers. Some companies may have an organizational structure where HR is limited to administrative work. In these situations, they aren't decision makers or executives. While this helps meet the immediate needs of the employees, this structure doesn't address broader company strategies. If there's no HR representation in major business decisions, the department can only respond to company changes instead of being proactive. When HR perspectives aren't considered you can lose valuable input on employee issues, from recruiting and retention to engagement and performance. BambooHR, an HR software provider, defines an HR business partner as an experienced human resource professional who works directly with an organization's senior leadership to develop and direct an HR agenda that closely supports organizational goals. HR business partners have collaborative roles with a forward-thinking focus. They work with senior leadership, executive teams, and CEOs to understand the company's immediate and long-term objectives, and then develop, guide, and implement HR initiatives that add value across the organization. When a business integrates HR as a partner in its organizational structure, it becomes part of the leadership team. Executives understand that the contributions of HR can enhance their overall decision-making process and foster well-planned and communicated initiatives. How do you create this structure in a company where HR is limited to certain responsibilities? How can you evolve to become an HR business partner yourself? What if you are a one-person department in a small company and it's not possible to hire additional HR staff? Sometimes leadership isn't fully aware of what it means to work in HR. So you have to show them. Let's first address a situation where the structure is more feasible. An HR office with at least two employees would be required. One would primarily handle day-to-day responsibilities and the other could be the strategist. Businesses typically rely on HR to handle talent acquisition, employee engagement, and HR trends. They also look to HR to tell them what needs to be done in accordance with company policies and local laws. But if your reach doesn't extend the executive boardroom then you're not considered a business partner. If HR is a department of one, it's difficult to operate at a strategic level and still get your work done. It's easy to become consumed by daily operations. Most people in HR are busy professionals. Adding more work to an already full plate can be challenging. You can achieve your business partner goals strategically by transforming your role into both an HR manager and business partner. Request a meeting with leadership to present your ideas for the department. An HR leader has to handle their normal responsibilities as well as plan and strategize broader processes. By showing HR's value as a business partner you can make the case for hiring additional team members to handle administrative work, freeing you up to focus on more strategic initiatives.

Intermediate Provider : Dari DeSousa 4 Lessons · 14m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

In these lessons, you will learn the differences between HR business partners and HR managers, as well as key skills and metrics. You’ll also learn how to manage your time and your role as an HR business partner in your organization.

What You'll Learn

Distinguish the role of an HR business partner from that of an HR manager
Streamline daily tasks to increase efficiency and manage your time
Identify the key skills and metrics relevant to an HR business partner
Define your role as an HR business partner within your organization and industry

Key Takeaways

The course explains the differences between HR business partners and HR managers.
It addresses how to streamline daily tasks and manage time to increase efficiency.
It covers the key skills and metrics associated with the HR business partner role.
It examines the HR business partner's role within the organization and the wider industry.

Frequently Asked Questions

What does this course cover?

It covers the differences between HR business partners and HR managers, key skills and metrics, time management, and your role as an HR business partner within your organization.

What will I learn about the difference between an HR business partner and an HR manager?

You will learn to understand the differences between an HR business partner and an HR manager, which is one of the course's stated learning objectives and the focus of the lesson 'HR Business Partner Versus HR Manager.'

Does the course address efficiency and time management?

Yes. It teaches how to streamline daily tasks to increase efficiency and how to manage your time, including a lesson titled 'Finding the Time.'

What lessons are included in this course?

The lessons are: HR Business Partner Versus HR Manager; Finding the Time; Your Role in the Organization and Industry; and Key Skills and Metrics.

Professional Certifications and Continuing Education Units (CEUs)

Society for Human Resource Management (SHRM®)

Professional Development Credits (PDCs): 0.25

Certification Program Categories:

Leadership & NavigationBusiness AcumenConsultationGlobal MindsetEthical PracticeRelationship ManagementAnalytical AptitudeCommunicationDiversity, Equity & Inclusion

KnowledgeCity is approved by SHRM as a Recertification General Provider to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). By taking the courses approved by SHRM, KnowledgeCity can award SHRM Professional Development Credits (PDCs) for HR knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™).