What is HRBP? What is the role in the enterprise?

HRBP is also called human resources business partner. In fact, HRBP(HR Business Partner) is a human resource manager assigned by an enterprise to various business departments or divisions, and mainly assists the managers of senior management and various business units in employee development, talent exploration and ability training. Its main job is to be responsible for the implementation of the company's human resource management policy system and system norms in all business units, assist business units to improve human resource management, and help cultivate and develop the human resource management ability of cadres at all levels in business units. To do a good job of HRBP, we need to provide a unique solution according to the special strategic requirements of business departments, and truly embed human resources and their own values into the value modules of each business unit, so as to truly play and realize the important role of HRBP.

HRBP came into being with the functional differentiation and upgrading of the human resources department, and accompanied by HRSSC (HRSC) and Human Resources Commissioner (HRS). Among them, human resources experts are composed of experts in employee placement, employee development, salary, organizational performance, employee relations and organizational relations within the company, who mainly put forward professional suggestions and design effective solutions to serve the company's reform. Human resources * * * enjoyment center refers to providing comprehensive and unified services for the company in basic work such as recruitment, salary and welfare, travel reimbursement and salary payment.

HRBP, human resource enjoyment center and human resource experts together constitute the "troika" of modern human resource management, in which HRBP is the bridge between human resources and enterprise managers. They are familiar with various functional areas of HR and understand business requirements, which can not only help business units to better maintain employee relations, but also help business managers to better use human resource management systems and tools to manage employees. At the same time, you can also use your own HR professionalism to find various problems in business units, so as to put forward and sort out the problems found and deliver them to human resources experts (or domain experts) to better solve problems and design more reasonable workflow.

After establishing the HR architecture suitable for the corner color of HRBP, it is the key to clarify the positioning and function of HRBP itself. HRBP must undertake the following functions: (1) Participate in business department management from the perspective of HR; (2) Cooperate with HR R&D team (HR experts) and HR support team (HR enjoyment center) to provide effective HR solutions. (3) Feedback the effectiveness of human resources policies, projects and processes to human resources experts and human resources enjoyment centers; (4) Coordinate employee relations and investigate training needs; (5) Formulate and implement the annual human resources work plan of the Division; (6) Operation of human resources strategies and implementation plans suitable for business departments; (7) Participate in the leadership development and talent development channel construction of business departments; (8) Support the change of corporate culture and participate in the change action; (9) Establish the human resource management system of the Division.

Generally speaking, HRBP is to build a communication bridge between the human resources department and the business department, help the business department to formulate the work objectives and plans of human resources, establish the awareness of internal customer service for the business department, and provide them with professional human resources solutions. It is mainly devoted to providing consultation on personnel management to support the strategy of business departments, and their behavior patterns are the key success factors.