HR Business Partner
Strategic partner of management in modern organisations
Origin of the idea - HR as a business partner
In 1997, Dave Ulrich established the idea of repositioning HR as a "business partner" within the discussion on HR transformation, thereby better recognising the importance of HR for the company's success. He saw four roles for HR as a business partner: strategic partner, change agent, administrative expert and employee champion. In 2005, he published an organisational principle for implementation: the division into HR Business Partners, Centres of Expertise and Shared Services. Known as the "Ulrich model" or "3-pillar model", this still characterises the majority of HR departments today and has established the role of "HR Business Partner".
Definition and role of the HR Business Partner
Within HR, the HR Business Partner (HRBP) is the point of contact for managers for their organisational concerns. Discussions about the role of the HR Business Partner focus strongly on strategic tasks such as personnel planning and management or organisational development, but in practice, advising managers throughout the employee life cycle accounts for a large part of the time spent. The HR Business Partner acts in a service-orientated manner, but at the same time mediates between the wishes of the manager, the expectations of the management and the needs of the employees. They help managers to utilise existing HR tools and processes sensibly and involve other HR roles in the provision of services. In this way, he fulfils a central strategic role in HR.
As the requirements of managers differ greatly between top management and team leaders, the role of HR Business Partners is becoming increasingly differentiated; strategic, senior HR Business Partners interact with top management, understand the business in detail and are ideally part of the management team themselves ("the CHRO as the top business partner"), operational, usually more junior HR Business Partners support operational managers and are more closely involved in day-to-day management business.
Main tasks of an HR Business Partner
Importance and advantages of an HR Business Partner
HR Business Partners are not only important strategic advisors for managers, but also fulfil operational tasks as key figures in the implementation of corporate strategies. Their comprehensive role contributes significantly to value creation and the overall success of the company by shaping the corporate culture and organising HR management in an efficient and targeted manner.
Becoming an HR Business Partner usually requires a university degree in human resources or business administration as well as extensive experience in various human resources functions. Strong communication skills, problem-solving expertise and service-orientation are essential. The more strategic the HR Business Partner role, the more important it is to understand the business processes and business aspects in order to be successful in this role.
However, in order to fully utilise the diversity and potential of HR specialists, it is not just a matter of relying on traditional educational backgrounds. It is also important to consider talent that may not have a formal HR education. HR Business Partners who have worked in the field themselves are almost always well accepted and can effectively help navigate the HR portfolio. .
People with special communication talents or with a natural aptitude for teamwork can often be very successful in HR Business Partner roles. This openness and willingness to include people from different backgrounds can make HR not only more efficient, but also more creative and adaptable.
"Just look at talents in the business itself or in other areas... people who have a certain charisma, special communicative talent or the ability to play a leading role in teams. We need types in HR!"
Dr Emmanuel Siregar
Chief Representative CLAAS Group, CHRO, Labour Director, CLAAS KGaA mbH
HR Business Partner as an indispensable resource
By continuously developing their skills and adapting to new challenges, HR Business Partners prove that they are an indispensable resource in the modern working of the entire organisation. Their ability to act as both strategic advisors and operational implementers makes them valuable partners at eye level for all levels of management
