A recent report from The Josh Bersin Company highlights the need for HR Business Partners (HRBPs) to take on more strategic roles within organizations. This shift can lead to significant benefits for companies, but it requires a deliberate approach to redefining the HRBP function.
The Evolution of the HRBP Role
- Origins: Introduced in the 1990s as a generalist role to connect HR with the business.
- Current State: Often bogged down in administrative tasks, disconnected from strategic decisions.
- Desired Future: A business consultant role, integrated with leadership teams and strategic planning.
Benefits of Strategic HRBPs
Companies with high-functioning, systemic HR are:
- 2x more likely to exceed financial targets
- 12x more likely to achieve high workforce productivity
- 7x more likely to adapt well to change
Challenges in the Current HRBP Model
- Only 11% of companies have a systemic HR function at the highest level of maturity.
- Many HRBPs struggle to add strategic value to the business.
- HRBPs often excel at individually focused, lower-impact work rather than shaping company future.
Case Study: The Lego Group
Lego has reimagined the HRBP role:
- Senior HRBP as a strategic advisor with no direct reports
- 70-80% of HRBPs assigned to functional areas
- 20-30% assigned to priority projects
- Focus on change management, coaching, and organizational design
- Aligned to business units with cross-functional projects
Strategies for Evolving the HRBP Role
- Shift Focus: Move HRBPs away from transactional tasks to strategic initiatives.
- Cross-Functional Experience: Rotate HRBPs across different parts of the organization.
- Relationship Building: Encourage HRBPs to establish connections across departments.
- Skill Development: Invest in HRBP training and development.
- Strategic Integration: Include HRBPs in high-level business discussions and planning.
Key Takeaways for HR Leaders
- Reassess HRBP Structure: Consider redesigning how HRBPs interact with the business.
- Empower HRBPs: Give them the authority to act as business consultants.
- Invest in Development: Provide HRBPs with opportunities to grow their strategic skills.
- Foster Cross-Functional Collaboration: Encourage HRBPs to work on projects spanning different business functions.
- Build Trust: Emphasize the importance of relationship-building across the organization.
Conclusion
Transforming the HRBP role from administrative to strategic can yield significant benefits for organizations. By reimagining the HRBP function, companies can better leverage HR expertise in shaping business strategy, driving productivity, and adapting to change. This evolution requires deliberate effort, investment in development, and a willingness to integrate HR more deeply into strategic business processes.
Vadim Kouznetsov is a distinguished entrepreneur and the visionary founder and CEO of JobXDubai.com, the UAE’s rapidly expanding job board. Renowned for his expertise in bridging the gap between job seekers and employment opportunities, Vadim has become a leading authority in the recruitment and job market of Dubai.