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HR Business Partner Enablement
From role clarification to real strategic impact
Expectations of the HR Business Partner (HRBP) role have changed significantly in recent years. Companies want strategic HR partners who work with the business as equals, accompany transformations and deliver a measurable value contribution. But the reality is often different:
- Unclear role definition - Companies know that the HRBP should no longer be a classic HR consultant, but it often remains unclear what they should be instead.
- Lack of empowerment - Even if the target role is defined, there is often a lack of the necessary competences and framework conditions to actually fulfil the strategic role.
- Structural hurdles - Without governance, processes and systems aligned to the HRBP role, the role remains on paper but is not realised in practice.
Our experience shows: HRBP enablement is not an end in itself, but a real performance driver. Companies with a clear HRBP approach benefit on many different levels:
HR Business Partner Enablement
From role clarification to real strategic impact
Expectations of the HR Business Partner (HRBP) role have changed significantly in recent years. Companies want strategic HR partners who work with the business as equals, accompany transformations and deliver a measurable value contribution. But the reality is often different:
- Unclear role definition - Companies know that the HRBP should no longer be a classic HR consultant, but it often remains unclear what they should be instead.
- Lack of empowerment - Even if the target role is defined, there is often a lack of the necessary competences and framework conditions to actually fulfil the strategic role.
- Structural hurdles - Without governance, processes and systems aligned to the HRBP role, the role remains on paper but is not realised in practice.
Our experience shows: HRBP enablement is not an end in itself, but a real performance driver. Companies with a clear HRBP approach benefit on many different levels:
- 20-30 % higher effectiveness in HR functions
- Up to 40 % lower employee turnover
- Increase in employee satisfaction by up to 25
- Reduction of HR operating costs by up to 15
A well thought-out enablement approach that targets the right areas: This makes the difference in enabling HRBPs to realise their full impact.
Typical challenges and barriers to the next step in HR maturity:
- SSC and IT not ready to reduce workload
- Lack of understanding of learning
- Uncertainty about advising the business
- Top executives are not aware of or open to the new role
- Implementation of the target role is limited in day-to-day business
- HR processes are still being developed and are not aligned with the HRBP role
Our approach: Holistic HRBP enablement
We help companies to effectively establish and strategically align the HRBP role - with a structured, practical approach.
Questions for reflection: Where does your company stand?
How far has your HRBP role already developed?
What structural hurdles prevent effective HRBP work?
Are your HRBPs already strategic consultants - or are they still too operational?
Our experience shows: The transformation of the HRBP role can only succeed with a holistic approach. Let's talk about how we can support you and your organisation.
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