What is the organizational structure of HRBP?

(A) customer-oriented human resources structure

The so-called customer-oriented HR architecture is to design the human resources department into two parts: one part is the HR account manager facing the business department, that is, the HRBP； that directly enters the business department to carry out HR work; The other part is the support group that supports HRBP. Their responsibilities include daily salary and welfare operation, recruitment channel construction and company-level training program support. Because the support team has solved most of the transactional work, HRBP can focus on providing "one-stop" human resources solutions for business departments.

There are two operation modes of customer-oriented HR architecture: one can be called "business division mode", that is, HRBP is not under the jurisdiction of the human resources department, but under the jurisdiction of its business department, and the human resources department is only responsible for providing professional guidance to HRBP, not directly responsible for assessing the relationship. The other is "HR representative", that is, HRBP is assigned to each business unit by the Human Resources Department, and its assessment relationship belongs to the Human Resources Department. HRBP helps business managers to carry out corresponding HR work in business, but its assessment relationship, promotion/transfer relationship and leadership relationship are managed by the Group Human Resources Department.

It should be pointed out that the above two modes have their own advantages and disadvantages: under the business division mode, HRBP is more closely connected with the business department and can better understand the needs of the business department, but due to the lack of strong support from the human resources department, HRBP can easily become a full-time HR of the business department, because in addition to the functions of strategic management and professional services, he is also required to operate general transactional work; However, under the HR representative mode, because HRBP belongs to the HR department, it may be difficult to integrate into the business department, and as a person sent by the HR department of the group to supervise the management department, HRBP may be rejected by the business department and cannot work normally.

(B) the balanced development of human resources structure

Under the framework of customer-oriented human resources, HRBP is easy to fall into trivial daily affairs, and the division of responsibilities between them and the human resources enjoyment center is not clear enough. In view of these shortcomings, some companies try to divide human resources into three parts: in addition to HRBP group and human resources enjoyment center, they also add a human resources R&D group. The first two parts are basically the same as the customer-oriented HR architecture, while the HR R&D team is mainly responsible for the research and development of the latest HR tools and the collation of the latest HR market information reports, and provides all-round technical support for the policy reports submitted by the HRBP team to business department leaders. This brand-new architecture is called the balanced development human resources architecture.