Before investing in development, there must be clarity about the specific services HRBPs are expected to provide. A clear definition of roles helps to avoid misunderstandings and ensure that the work of HRBPs makes a targeted contribution to the corporate strategy.

Key questions for role clarification:

• Are the responsibilities of the HRBP role in your organisation clearly defined and documented?
• Do managers and other areas of the organisation know what support they can expect from HRBPs?

Practical example: In one company, different HRBP profiles were developed - from purely strategic partners to hybrid roles with operational responsibilities. This helped to manage expectations in a targeted manner.

To the practical example

Once structures and expectations have been clarified, the actual empowerment begins. Our learning journey for HRBPs focuses on the core competences that HRBPs need - both in a strategic and operational context.

Widespread empowerment for companies aiming to build competences across the board (e.g. through training, coaching and interactive workshops).

One example of structured HRBP development is our SH*RP programme- a practice-oriented learning format that prepares HRBPs specifically for their role:

To the SH*RP programme

In-depth qualification for the further development of key HR topics with masterclasses and specialised development programmes. Focusing the content on specific organisational issues such as reorganisation, change processes, workforce transformation or strategic business consulting.

On-the-job learning and action plans to directly link the learning content with real business use cases.

To the example case

Operational tasks dominate (often in young/not yet mature HR organisations)

First strategic shares (in more mature HR setups)

Trusted Advisor with a focus on value creation (rarely without targeted enablement)