If you had to name one of an organisation’s most important assets, what would your answer be? We’d probably agree on this: the human resources. Precisely because of the high value placed on the people who work in a company, there are specialist roles and departments responsible for managing them. It is in this context that the role of the HR Business Partner.
The profession of the Human Resources Business Partner, which could be translated into Spanish as ‘human resources business partner’, introduces a new feature to this business world. The fact is, it is not directly part of the department of Human Resources, but rather becomes part of the company’s management team or a specific department that requires their services.
In this way, it takes personnel management a step further by providing advice on human resources matters and ensuring that all staff are aware of the company’s objectives and work towards them. Would you like to find out more about this profession? Read on!
The day-to-day work of an HR Business Partner
As part of his work, the HR Business Partner must ensure that all staff are integrated into the organisation and work towards its strategic objectives. In their day-to-day work, the HR Business Partner must be responsible for:
- Work closely with the company’s leaders to understand the business’s needs and develop human resources strategies in line with the organisation’s objectives.
- To lead initiatives to recruit, retain and develop talentwithin the organisation, ensuring that staffing requirements are met and that an inclusive working environment and opportunities for professional development are promoted.
- Analysing market trends and future staffing requirements, in order to develop staffing plans that ensure the company has the right talent at the right time.
- Design and implement training and development programmes to improve staff performance and promote professional development within the organisation.
Is an HR Business Partner the same as an HR Manager?
The answer is no. Whilst they do share some common features, the truth is that they are different roles. We’ll now explain the differences between a position and another:
- Focus: whilst the HR Business Partner has a strategic approach Whilst the HR Manager works alongside the company’s senior management, they take a more operational and tactical approach, focusing on the implementation and execution of policies.
- Function: As we mentioned earlier, the HRBP is responsible for advise on people management and talent development. For his part, the HR Manager manages and supervises day-to-day activities such as recruitment and training.
- Vision: At this stage, the HRBP has a overview, identifies opportunities for development and internal promotion, and understands how business dynamics can affect employees. The HR Manager is responsible for payroll, employee records and other more administrative matters.
Types of HR Business Partner
Earlier, we explained the roles and responsibilities of the HRBP within the company. Now, bearing these factors in mind, we can distinguish two types of career profiles:
- Generalist HRBP: This is the most common role and, as the name suggests, involves working in general areas of the company relating to human resources, such as recruitment or talent development.
- HRBP specialist: They have in-depth knowledge of the company and extensive experience in human resources. As such, they focus on strengthening the commercial structure, providing expert advice and fostering a positive working environment. They are usually responsible for attracting and retaining talent, and for developing training programmes.
How much does an HR Business Partner earn?
The salary of a HR Business Partner in Spain It can vary considerably depending on a number of factors, including the company’s geographical location, size and sector, as well as the role’s specific responsibilities and the experience required, amongst others. Roughly speaking, the average salary for an HR Business Partner ranges frombetween 30,000 and 60,000 euros gross per year, depending on the factors mentioned above.
Qualifications and skills required to work in this profession
If you’re passionate about the world of labour relations, then this career might be a great fit for you. To work as an HR Business Partner, you’ll need a university degree in Human Resources or related departments that will help you understand the principles of personnel management and organisational strategies. Furthermore, holding a master’s degree or postgraduate qualification in this field will be an advantage. As for the professional skills Notable among these are:
- Effective communication: The ability to communicate clearly with colleagues, managers and staff is essential. Verbal and written communication skills are crucial for an HRBP.
- Decision-making: HRBPs must make strategic decisions that affect the organisation and its staff. The ability to evaluate options and choose the best solution is essential.
- Empathy and active listening: Understanding employees’ needs and concerns requires empathy and listening skills. A good HRBP must connect with people.
- Change management: Organisations are constantly evolving. An HRBP must adapt to change and help others to do the same.
- Analytical skills: Interpreting data, measuring the impact of policies and assessing staff performance require analytical skills.
- Interpersonal relationships: Building strong relationships with leaders, employees and teams is essential to success as an HRBP.
Would you like to find out more about efficient human resources management, the development of business strategies and the skills needed to nurture talent within an organisation? Keep reading our blog at Educa.Pro!
