The formula for retention rate is to subtract the number of employees who left the company from the total employee count, then divide that by the total employee count and multiply by 100. “HRBPs constantly strive to strike a delicate balance between meeting the strategic goals of the organization and addressing the concerns and expectations of employees. Jessie Lambert, Director of HR at Mistplay explains how an HRBP helped revamp the employee onbaording experience. “In a previous role at a fast-growing startup, we recognized that turnover among new hires was increasing, and feedback indicated that new employees were feeling overwhelmed,” says Lambert. An HRBP uses data strategically and can track KPIs and use them to drive performance and achieve objectives.
Boost Employee Performance with Workplace Wellness Programs in 2024
- An HR business partner handles hiring, employee relations, benefits, professional development, and compliance management.
- Many employers seek specialists with previous experience in the role for which they are applying or as HR generalists.
- Developing this skill is essential in staying relevant in the business world today and tomorrow and becoming a strategic partner to the business.
- Based on the data you’ve analyzed, you’ll present a solution to improve retention for the community manager role.
- This requires an ability to think critically about what a set of data represents, deduce relevant information from it, and apply the data for specific purposes.
An HRBP contributes to creating an organizational culture that empowers people to do their best work. Doing this properly protects the business from lawsuits, unhappy employees, and unwanted turnover. However, it’s important to note that the HRBP’s role is to serve as an advisor and consultant, not to take over all responsibilities. They empower organizational leaders to handle people-related matters effectively. An HR Business Partner (HRBP) job description differs from one company to another, HR People Partner job depending on factors like the role’s seniority level, the industry, and company size.
How to become an HR Business Partner
Today’s HR managers try to find and hire employees, establish policies, and organize the workforce to support their company or organization’s long-term strategies and plans. HR business partners (HRBPs) work closely with business leaders and line managers to diagnose people priorities, create people plans, and help implement organisation-wide people approaches. They have an excellent knowledge of the business, a good understanding of all the areas in the people profession, and often act as the point of people expertise for a specific business area. An HR Business Partner (also known as an HRBP) is a champion of people in an organization, a change agent, an HR administration expert, and a strategic business partner. They play a strategic role in aligning an organization’s people strategy with its business strategy.
- HRBPs need to ensure all HR professionals receive training in change management.
- A senior HR director shared a story about two different types of business partners.
- This involves identifying training needs, aligning training programs with business goals, planning for the right size and type of workforce, and developing talented individuals for key roles.
- A key responsibility of future-ready HRBPs is to focus on people and how cultural transformation can help achieve organizational goals.
- HRBPs play a role in activities that affect employees throughout their time with the company.
Career guidance
These goals should be tailored to the specific needs and objectives of the organization, as well as the HR Business Partner’s role and responsibilities. Business acumen is an indispensable competency for every HR professional, especially for HRBPs. It represents the keenness and quickness in understanding and dealing with a business risk or opportunity in a way that leads to a good outcome. The HRBP connects business issues to HR activities and outcomes and helps the organization tackle these challenges.
As HR jobs become more specialized, it is becoming more important to select a specialty that matches your interests, values, skills, and training. The good news is that increased specialization will allow you to find a job closely matching your interests, values, and skills. Automation and other technologies, outsourcing, and remote work, among other factors, will bring new challenges and opportunities to the sector. However, companies may outsource some of the work to consulting firms, meaning that people with specialized skills in either area will be in higher demand than HR generalists. During the COVID-19 pandemic and beyond, HR specialists were at the forefront of the effort to keep operations online.