PHILIPPINES :: MALAYSIA :: VIETNAM :: INDONESIA :: INDIA :: CHINA

HR BUSINESS PARTNER (HRBP)

“The Future of Talent Management”

• Modern Human Resources Model

• David Ulrich’s HR Model

• Roles & Responsibilities of HR Business Partner (HRBP)

• How does HRBP Work?

• Benefits of HRBP

• Risk of HRBP

• HRBP Critical Role

• Transforming to HRBP Model

LEARNING BITES

HR Business Partner

Employee Advocate

ChangeAgent

HR ProcessExpert

Inspiration

EngagementTalent

Acquisition

Performance

Rumors

Collaboration Competitive Advantage

SharingIdeas

Fun Leadership

InfluencingOthers

Administration

BrandDevelopment

MODERN HUMAN RESOURCES

WHAT BUSINESS LEADERS EXPECT

“Define and deliver financial and customer goals”

“Provide insight to improve decisions and deliver results”

“Emerge practices such as work process design, internal communications, organizational design, design of physical setting, executive leadership development…”

Source: Dave Ulrich & Wayne Brockbank “Role Call” article People Magazine

DAVID ULRICH’S MODEL

HR MODEL

HR BUSINESS PARTNER

CHANGE AGENT

EMPLOYEE ADVOCATE

ADMIN EXPERT

The Change Agent participates in the company wide projects, which affect

employees and change the corporate culture. The Change Agent leads the

The Change Agent participates in the company wide projects, which affect

employees and change the corporate culture. The Change Agent leads the

The Administration Expert is the widelyrecognized expert in the area of Human

Resources Management and runs effective HR Processes.

The HR Business Partner is the HR Front Office employee, who acts as the sales

person for internal and external clients of Human Resources. The HRBP deals with

HR Back Office and HR Centers of Excellence.

KEY ROLES & RESPONSIBILITIES OF HR BUSINESS PARTNER (HRBP)

• Acting as a single point of contact for internal clients

• Helping to HR CoEs to deliver state-of-the-art HR Processes

• Leading change management projects for internal clients and Human Resources

• Setting challenging HR goals with a close cooperation with HR and internal clients

• Acting as the project manager for large cross functional change management projects

• Developing succession plans and manage the performance management cycle for internal clients

• Designing cross-functional development programs in co-operation with Training Specialist

HOW DOES HRBP WORK?

EXECUTIVES

MANAGERS

EMPLOYEES

HR BUSINESS PARTNER

HR Back Office

HR Centers of Excellence

TalentDevelopment

HR Reporting

TalentAcquisition

Compensation&

Benefits

BENEFITS OF HRBP

• Single point of contact for internal clients and keeps track of all requests and open items.

• Chooses the right negotiation approach to implement common HR solution.

• Understands the business of the internal clients and represents the interests of the client in

Human Resources.

• Adjust HR schedule to reach goals and avoid frustrating the internal client.

• Design custom tailored solution in case of the urgent need of the internal client.

• Build cross functional teams working on complex organization wide solutions.

• Know top talents and implement cross functional talent development programs.

TRANSFORMING HR - ADDING VALUE

Source: Re-engineering Human Resources, Lyle M. Spencer, Jr., Ph.D.

RISK OF HRBP

• Forget to represent HR at a client; he can start representing the client in Human Resources.

• Can change goals & objectives to support one internal client and not the entire organization.

• Does not have to recognize the priorities right and HR can work on difficult projects, which

are not beneficial for the company.

• Can overload CoEs and can put all priorities in a danger.

• Not able to negotiate with other to achieve a win-win solution.

• Cannot agree with CoE to the solution to be presented to the internal client.

• Pushes an issue by saying “it is for the client”.

WHY IS HRBP A MISSION CRITICAL ROLE?

• The skilled HR Business Partner helps to internal clients find the best solution without HR.

• The HRBP can help to utilize workforce the optimal way.

• Balance ideas of the HR Management Team with the feedback provided from the business.

• Help to set the goals and objectives of HR to reflect the real needs of the company.

• HRBP knows employees of the internal client and can find the right development programs for

them and can move them internally to new positions.

• HRBP can lead projects and utilize knowledge gained from internal clients.

TRANSFORMING TO AN HRBP MODEL

TRADITIONAL HR TRANSITION PHASE HR BUSINESS PARTNERSHIP

STAKEHOLDERS:

ACTIVITIES:

RESULTS:

STRUCTURES:

Employees Regulators

Benefits, Policy, Wage, & Salary Administration, Labor Relations

Conformance / Equity Stability

Functional Hierarchy

Employees Regulators

Benefits, Policy, Wage, & Salary Administration, Labor Relations

Conformance / Equity Stability

Functional Hierarchy

Self-sufficient Employee

In sourcing, Outsourcing, Reengineering HR Process

Blurring of Staff/Line Work

Strategic use of Technology

WhERE are you in terms of the transition?

What are the key transition issues?

WHAT DOES IT TAKE: A SHIFT IN COMPETENCIES

“TRADITIONAL” HR HR BUSINESS PARTNERSHIP

Form Processing Skills

Administrative & Policy Knowledge

Sees Self as Ensuring Compliance

Attention to Details

Achievement Orientation

Diagnostic Skills

System & Policy Knowledge

Sees Self as Enabling Other’s Success

Flexibility

Customer Service and Learning Orientation

SKILLS

KNOWLEDGE

SOCIAL ROLE

SELF - IMAGE

TRAIT

MOTIVE

WANT TO KNOW MORE?...

In Partnership with: Worldwide Accredited:

2014 JANUARY SEMINAR

This 4-day course will covers the science of talentanalytics which is a critical factor for the strategicrole of Human Resource Business Professional. Theentire course will cover the key set of knowledge andskills that HR Professionals must own in order to shiftfrom being a service provider to a partner capable offull participation in business strategic outcomes.E-mail Us: training@eccigroup.com

Thank you very much!