Are you an aspiring HR business partner?
Our guide to taking your next step in the people profession
Increasingly employers are recognising the value that a motivated and engaged workforce can bring to any organisation whatever its size. HR business partners (HRBPs) have a major role to play in contributing to this success. They work closely with company leaders and key stakeholders to shape and implement effective people strategies to achieve corporate goals. Our latest career guide outlines the skills you need to be successful in the role and what employers look for when recruiting HR business partners.
If you are looking to climb the career ladder in the people profession, an HRBP provides a great opportunity for you to increase your HR experience and become involved in all aspects of the employee lifecycle.
The role involves a wide range of activities. In a smaller company you are likely to be involved in a variety of HR practices and policies, working closely with the senior leadership team to implement business decisions. In larger organisations, you will be responsible for the HR needs of a particular client group or area of the business. In this case you may have the support of specialists in other areas of HR such as remuneration or employee relations, who you can draw on for additional expertise.
Either way, it’s a busy and demanding job which offers plenty of opportunities to influence the success of your organisation.
What does an HR business partner do?
There are many different definitions and working models of what it is to be an HRBP. However, central to the concept of all is that the HRBP needs to be aligned to the business. To be effective, therefore, you need to have a business mindset and a thorough understanding of the key business drivers for your organisation. This means having good knowledge of all the different functions of your company, its industry sector, plus general commercial nous.
As mentioned, duties will vary depending on the size of your organisation but it’s true to say that HRBPs are more often found in larger organisations where they will be responsible for a specific group of people. These client groups can vary in size and complexity –anything from 20 to 500 employees could be the norm for your business!
Be ready to wear lots of different hats as you will be expected to use your HR knowledge and expertise to provide high level support on all employee related issues.
Some key functions of the role include:
Strategic partner, working closely with managers to understand what they need to deliver. For example, if the strategy is to drive sales, the HRBP will help the business to create a culture and people approach which supports this aim.
Tip - Talk to employees and managers in your area of the business to understand their needs and adjust the HR strategies to meet these requirements.
Crisis manager, meeting key stakeholders to discuss people challenges. Covid-19 is an example of a major crisis where HRBPs had to learn almost overnight how to manage a whole variety of complex issues from the introduction of flexible and remote working to implementing furlough. More regular demands could be dealing with a disciplinary issue or the departure of a senior leader.
Tip – Build good relationships with the managers you work with so you can respond quickly to their needs.
Coach – providing feedback to managers and leaders to help improve business efficiency. HRBPs often attend meetings where leaders interact with each other and major decisions are made. Being able to coach senior leaders and provide feedback can be an important aspect of the role.
Tip – Coaching and mentoring training can be useful to develop your skills.
What’s a typical HRBP job description?
While there are different interpretations of the role, the bedrock of HRBP success is a wealth of knowledge in HR and business insight into driving change and fostering a positive work culture. Key responsibilities you are likely to see in a job description, although they will vary according to the size of the organisation, include:
Partner with business leaders to understand their needs and deliver HR solutions that align with strategic goals.
Provide expert guidance on HR related matters including employee relations, performance management, talent development, and organisational change.
Collaborate to identify and attract top-tier talent, ensuring a diverse and inclusive hiring process.
Advise and coach managers on employee issues such as conflict resolution and effective people management techniques.
Develop and implement HR policies and procedures in compliance with employment legislation.
Lead initiatives related to workforce and succession planning, and career development.
Use and analyse HR data to provide insights and recommendations to drive continuous improvement.
Handle complex HR issues including investigations, disciplinary actions, and grievances.
Lead employment engagement initiatives including surveys and feedback sessions.
Yes, it’s a busy and demanding role but you won’t be alone. In larger companies where HRBPs are normally found, you will work alongside experts, for example, in talent, culture, L&D and employee relations. You will also be assisted by operational support teams dealing with day-to-day issues such as absence and policy.
How much experience do I need to become a HRBP?
Again, it depends on the business, but usually four to five years of solid HR generalist experience is required to be considered for the position.
How much will I earn?
According to Reed, the average UK salary for an HRBP in 2023 is £48,900.
What qualifications do I need to become a HRBP?
An HRBP is a senior role in any organisation so employers might expect you to be degree educated and have a professional qualification in HR. While there are successful HRBPs who have gained their knowledge directly through work experience, most recruiters will require applicants to be CIPD qualified at associate or advanced levels.
CIPD Level 5 Associate Diploma in People Management
A CIPD Level 5 qualification will equip you with the essential skills and knowledge to get ahead in HR. The diploma takes as little as nine months to complete and leads to CIPD Associate Membership, something we know that employers value when recruiting to HR roles.
CIPD Level 7 Advanced Diploma in Strategic People Management
The CIPD Level 7 qualification will provide you with the strategic skills and knowledge to take your HR career to the very top. The diploma can be completed from 16 months on a fast-track programme to two years and can lead to CIPD Chartered Membership.
How can I become CIPD qualified?
To start your CIPD journey and gain a more comprehensive view of the topics needed to become an HRBP, simply enquire with one of Reed Learning’s experts to discuss the course and the different ways of studying we offer. There are four flexible methods to choose from which are all fully online and include interactive workshops, fast track programmes or recorded webinars. Whichever study option you choose, you will be supported throughout by an HR specialist and have full access to our Virtual Learning Environment.
What skills do I need to become a HRBP?
An HRBP needs many skills, but four are central to effectiveness in the job:
Business acumen – understand the business that you are supporting, how it makes money, its industry sector, and how future policies and trends may have an impact on the organisation. This can be difficult if you are supporting a company that’s very technical, but most leaders will be open to teaching enough for you to become business savvy.
Tip - Asking questions and listening to advice will help you build your relationship with leaders.
Problem solving – you will be often presented with an issue and asked to solve it quickly. You might have to consider a whole raft of issues such as employment legislation, organisational policies and fairness.
Tip - The ability to use and analyse data to come up with a solution and drive business results is important so be on top of the latest technology.
Communication – an HRBP needs strong communication and presentation skills. You will be asked to present policies, strategies, and changes to many employees so being comfortable speaking in public is a must. Communicating on a 1:1 basis, often with senior leaders, is also an important part of the role. This could be providing feedback they might not want to hear so you need to be able to do this in a way that maintains the relationship. You could be challenged by employees and leaders, so you also need to be able to be comfortable with confrontation.
Tip – If you don’t like public speaking, book yourself on a presentation course to gain confidence and build your skills.
Excellent stakeholder management – HRBPs are an intermediary between lots of different groups including employees, managers, and senior leaders in the business. You will need to learn how to navigate complex relationships, negotiate, build consensus, and manage expectations as part of the role.
Tip - Understand the political landscape within your organisation. If your business is global, become knowledgeable about the cultures, labour laws and local policies which exist in different regions.
How can I ensure my CV stands out?
HRBP jobs are sought after and you will be up against many other candidates competing for the same roles. Here’s some advice to ensure you stand out from the crowd.
Work in a range of companies to gain experience. This provides hands-on exposure to different HR processes and policies, employment relations, talent management, and other aspects of the profession.
Seek opportunities to work on diverse projects within the business to broaden your expertise.
Highlight examples where you have been involved in organisational change initiatives.
Join professional HR associations and speak at networking events to connect with other experienced people professionals and to showcase your communication skills.
Emphasise occasions where you have had access to classified information. HRBPs need to show they can be entrusted with confidential data about company operations or economic conditions.
If you are CIPD qualified or working towards your qualification, highlight this at the start of your application or CV so that employers are aware of your professional status.
Other ways to become a HRBP
Build your skills and knowledge at work through an HR apprenticeship. Suitable schemes include:
A great opportunity if you want to take your HR expertise to the next level. You will study for the CIPD Associate Diploma in People Management as part of your course.
HR Level 7 Senior People Apprenticeship
Become an expert in people, work and change to drive organisational performance with a Level 7 apprenticeship. You will gain a CIPD Advanced Diploma in Strategic People Management or Strategic Learning and Development along with Chartered Membership of the CIPD during the programme.
Next steps for your HR career
There’s lots of opportunities for career progression as an HRBP. You could decide to specialise in a particular function such as diversity and inclusion or change management. Future roles you could apply for include:
HR consultant
HR director
Head of HR
Chief people officer
Head of organisational development
A successful HRBP is an experienced HR professional who works closely with the leaders of an organisation to help them achieve value through their people. If you are passionate about the development of people, a master at providing strategic advice and understand how to motivate the workforce to achieve company objectives, then the role of an HRBP is for you!
Call our specialist advisers on 020 7932 2760 for further details about CIPD qualifications and in-company courses.