The ideal candidate for this role should have a good understanding of business functions, good communication skills, good interpersonal skills, strategic thinking, and good organizational skills. An HRBP plays an essential role in creating a strategic liaison between HR and the business side of a company. HRBPs have a deep understanding of the business and know how to help the organization achieve its goals. They primarily work with the company’s leaders and senior (line) managers to ensure HR activities align with and support their needs.
Data Center Customer Operations IV
As a strategic people leader, you will lead a team of HR business partners to translate business strategy and requirements into a holistic HR strategy, plans, and objectives for the Global Operations organization. You will work closely with the Client Services leadership team to ensure the right blend of enterprise, regional and local market requirements are represented in strategies and plans, along with other HR colleagues and teams. We’re looking for a strategic HR leader to join our Client Services organization. In this role you will directly support our Head of Global Operations and lead a team of HR Business partners serving different parts of our Operations environment. This leader is responsible for understanding complex, multifaceted and multi-regional needs and translating them into people outcomes. The successful candidate will partner closely with the Head of Global Operations and their leadership team to surface and drive strategic points of alignment against shared business accountabilities and outcomes.
How do HR Business Partner jobs differ from traditional HR roles?
We are seeking an experienced and results-driven HR business partner to align our HR initiatives and functions with business objectives and business needs. The main difference between an HR Generalist and an HRBP lies in their scope and focus. An HR Generalist handles a wide range of day-to-day HR tasks, such as recruitment, onboarding, employee relations, and compliance. In contrast, an HRBP works more strategically, collaborating with senior leaders to align HR practices with business goals and driving initiatives that impact organizational performance.
HR Business Partner vs. People Partner: Navigating Jobs
- Let’s explore the three main HR Business Partner career paths suggested by AIHR’s HR and OD Thought Leader Dieter Veldsman below.
- The ideal candidate for this role should have a good understanding of business functions, good communication skills, good interpersonal skills, strategic thinking, and good organizational skills.
- Rather, it’s a series of experiences that allow HR professionals to develop their core competencies, skills, and knowledge and determine where their passion and talent are best-suited.
- Therefore, people partners have excellent communication and relationship-building skills.
- As a strategic people leader, you will lead a team of HR Business Partners to translate business strategy and requirements into a holistic HR strategy, plans, and objectives for the Global Operations organization.
- Many HRBPs think that the logical next step is to become a senior HRBP, a global HRBP, or HR Director.
- Others start as coordinators in support functions such as learning or organizational development, some start as benefits administrators or recruiters, and others begin as HR Officers or Consultants.
However, these roles have some key differences that are essential for HR professionals to understand. It’s important to note that the career path to becoming an HR Business Partner is often not linear. Some professionals begin their careers as HR administrators or assistants. Others start as coordinators HR People Partner job in support functions such as learning or organizational development, some start as benefits administrators or recruiters, and others begin as HR Officers or Consultants.
Resources
That way, everyone feels supported, and positive reputations and relationships are preserved across the organization. The ability to effectively manage stakeholders means you can use their valuable input to define and outline your proposed projects and gain the resources and support you need to ensure they are a success. Failure to get backing from stakeholders is one of the primary reasons projects fail.
However, such changes might be more complicated as HR becomes more specialized. 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.
Note that the actual day-to-day tasks will vary depending on the time of the year, your availability and experience, and the type of organization and industry you are in. Any time a business changes—no matter how significant or small—HR changes, and it’s up to HRBPs to manage this change during the transition to create a smooth journey for all involved. Research by Gartner shows that the average organization has gone through five major changes within the past three years, while 75% of organizations expect that figure to multiply within the next three years.