A flourishing human resources department includes a variety of roles and responsibilities. The HR business partner (HRBP) is often the beginning of a well-developed HR. This person has the experience to create a new HR department or enhance an existing one. HR business partners also serve as a link between the business side and the people side of HR.

The scope of the role can vary depending on the company. HRBPs are specialists in connecting with the company’s needs. They work closely with department leaders to identify talent strategies. Let’s explore the roles and responsibilities of HR business partners.

What Are the Responsibilities of the HR Business Partner?

The responsibilities of the HR business partner can vary from one company to another. But there are several broad responsibilities most HRBPs have, including:

• Working with HR and recruitment to install and meet talent goals.

• Develop strategies for nurturing better relationships between workers and leaders.

• Look at where current roles are and compare those findings to company goals.

• Overseeing talent scouting, screening, and interviewing to ensure the processes align with company goals.

• Draft or work with new HR policies to maximize talent value in alignment with goals and laws.

HRBPs take a big-picture approach within the company. HR business partners must have a broad knowledge of HR functions and the company’s goals. Their experience is vital if you create a new HR or expand its current scope. In smaller businesses, they may serve as a backup for a missing HR position between hires.

What Is the Difference Between an HR Manager and HR Business Partner?

Because the role of the HRBP can vary so much, many often confuse the position with the HR manager. Leadership may view the HR business partner as an administrative rather than a strategic position. Others may see little difference between an HR business partner and an HR manager.

It can help to view the HRBP as external and the HR manager as internal. HRBPs work with upper management and the company to create HR departments and increase talent value. In contrast, HR managers work internally to oversee the HR department. This person also supervises the employees.

HRBPs work with data to get a clear and detailed picture of the HR manager’s needs. They may also check key performance indicators (KPIs). KPIs can show how well HR aligns with company goals and where the HR business partner can best support them. They then meet with HR managers and department leaders to develop actionable plans.

In larger companies, there may be several HR managers for various positions. The HR business partner would work with all the HR managers. Their strategies would also affect other essential HR roles.

Other Key HR Roles

Some companies maintain an in-house HR team, while others externalize part or most of it. Regardless of the approach, there are some common roles that most companies use. Some of the most common HR positions include:

• Employment Specialists are the on-the-ground connection between job seekers and open positions.

• Human Resources Assistants or Coordinators: Assistants and Coordinators assist with orientations, training, and development.

• Recruiters: Like Employment Specialists, Recruiters match the right talent with the right job. They also develop and track job postings and may help negotiate salaries and terms. A Recruitment Manager in a larger company would oversee many Recruiters.

• HR Manager: HR Managers run HR departments and oversee all the positions. They ensure HR employees perform and work with company leadership on HR issues.

• Employee Relations Manager: This position handles more sensitive employee issues and conflict resolution. Employee Relations Managers must also know state and federal employment laws well.

What Does It Take to Be an HR Business Partner?

HR business partners often create HR departments. As a result, they must have robust HR experience. Candidates who are up-to-date with changing laws, trends, and other certifications have an advantage. And most companies also look for people with a Bachelor’s degree or higher in HR or a related field.

But hard skills aren’t the only thing a potential HRBP should have. They should be able to coach others and show communication and conflict-resolution skills. A focus on a data-driven approach and strategic thinking are essential. HRBPs must work with a variety of cultures, personalities, and backgrounds.

HR Business Partners Can Deliver Value

HR business partners can help you forge a strong HR department or breathe new life into a lax team. Your HRBP is a valuable resource who will move your company closer to your goals. And they adapt to changing trends and needs to help the company stay on track and competitive.

Working with an HR business partner is essential in today’s global market. The key is to find a person with a deep understanding of company goals and the knowledge to translate those goals into strategy.