HRBP, a "tall" role

In recent years, the role of HRBP has become more and more popular in the market. Not only the demand increases, but also the value of excellent HRBP increases exponentially. Head Internet companies have a constant demand for senior/senior (compared with Ali 7-8, Tencent 3. 1-3.2), especially in ByteDance, where the rapid development makes them more eager for HRBP.

Before talking about human resources, we all thought of six modules; Now when it comes to human resources, everyone will say that the three pillars of HR are related. What is the difference? Combined with my own practice, I would like to discuss with you the growing role of HRBP.

HR three-pillar model was put forward by Mr. juric in 1997, namely COE (Expert Center), HRBP (Human Resources Business Partner) and SSC(*** Service Center). The three-pillar model is not only the reform of human resources management and control mode, but also the upgrade of human resources value orientation.

Attached three-column operation mode:

From the positioning, we can see that the role of HRBP is strategic support and provides consulting services for the needs of internal customers. It is not difficult to see that HRBP needs to jump out of the professional field of human resources, establish "customer thinking", face customers to explore needs, understand needs, and even lead needs, and make customized solutions for business.

Decoding of HRBP (Human Resource Business Partner);

1, HR is HR:

● Even if HRBP wants to approach the business, be anxious about the business and understand the pain of the business, the most basic premise is to have a solid human resource foundation. It's not that we don't need the six modules of traditional human resources, but we need to learn the professional knowledge of human resources more accurately, thoroughly and solidly, and turn the tangible into the intangible.

2.BP is a business partner:

● Business, clearly pointing out that human resources can't be separated from business and only talk about human resources, and the work should be oriented from specialty to business. In the past, human resources also attached importance to business, but most of them started from the work of human resources functions and provided what they had for business. Now it is more necessary to "hide" the human resources major, jump out of the major, and start from the demand side to provide "human resources products" based on demand.

● Partners, as the name implies, human resources and business are cooperative relations, and cooperation should be based on equality, so as to pursue a win-win situation. In the past, human resources may have heard a lot of business words, such as "I want to recruit XX people as soon as possible, and the project can't hold up", "I want to promote a cadre and leave my job without mentioning it", "Help organize a mid-term meeting and training" and "When will the salary be adjusted, and the brain drain will be more serious" ............................................................/(ㄒㄒㄒ)/~ ~ This is also my previous career. Now that HRBP has moved from a functional HR to a business partner, HR should first put its thinking straight, and cooperation is our original intention. Just like the cooperation between Party A and Party B, either Party B has no bottom line to compromise or its business is good, provided that HR has enough confidence (* _ *).

3.HRBP is a human resources business partner:

Here, HRBP should play an important "link" relationship, that is, linking the human resources system and the business system. On the one hand, HRBP should invest human resources to help business departments solve human resource management problems; On the other hand, it is necessary to find out the problems/processes of human resource management that can be optimized by business departments, and feed them back to COE in time to promote the construction of human resource system.

Competency requirements of HRBP (Human Resources Business Partner):

Here, let's take a look at the HRBP quality model summarized in the "Research Report on HRBP Role Positioning and Ability Demand Improvement" released by Zhixiang Club. When I saw this model and capability requirements, I felt that HRBP was "too difficult" (; ′⌒`)!

Fortunately, many enterprises have not yet begun to transform into a three-legged system, and those that have already transformed are in the development stage, and the requirements for HRBP have not reached such a high level, so HR who wants to become HRBP has more time to improve themselves and prepare for the future.

Break away from the theoretical model and talk about your own ideas;

I have been doing HR work in BU since I left school. I have experienced different roles in BU, such as traditional HR, HRBP, COE, etc., but in general, I have been working with business departments. I remember/kloc-when I participated in the group's human resources promotion defense in September, 2005, I summarized my understanding of the post application from four aspects: Professional knowledge; ? Business awareness; ? Thinking and architecture; ? Executive power.

Now, I still think that these four abilities are necessary for us to do a good job in HRBP. Professional knowledge of human resources is the foundation, and only by being familiar with each module can human resources integration be done well; Only when you have a strong sense of business can you talk to business departments and understand what they say, and then you can find problems, find HR power points and input value for making effective human resources solutions; Thinking refers to systematic thinking, and architecture refers to being able to get rid of details, do a good job in top-level planning and design, and build a "skeleton", which is an important cornerstone for us to formulate human resources solutions, just like doing business planning and architecture for a software product; Execution is the key ability to do a good job in HRBP. Talking about the process and hard work are all pale. Being able to promote execution and achieve results is the purpose of things. Without "fruit", how can you convince the business department of your "value"?

It's 2020, when the understanding of HRBP is further deepened, the work challenges are gradually increasing, and the importance of some "high-level" work skills is increasingly recognized. Here are two supplements:

? Ability to build relationships: Compared with SSC and COE, HRBP needs to be able to build relationships quickly and gain trust in order to go deep into business. Speaking of easy, it is actually more difficult for some people, and they can only experience it by themselves. But I firmly believe that "sincerity" is the basis of all relationships.

? Resource integration ability: At present, HRBP is more independent like a project manager, and needs to coordinate COE and SSC resources to solve problems. These resources belong to the public, not their own, so how to effectively and timely mobilize and integrate resources is also an important skill.

The practice of HRBP (human resources business partner);

As mentioned above, it is more a summary of one's own learning. Theory is a theory, and only combining with practice is the truth. We will discuss it with cases in the future.

Compared with COE and SSC, it requires more comprehensive ability of HRBP, but it is also easier to get a sense of accomplishment. Because HRBP is the most grounded, it can also make human resources play its value and role. Think of Qiu Dongyang, the character in Rebirth. He is the only person in the play who doesn't catch a cold. Everyone is polite, but they just don't like him very much. Because he is the director of the supervision office, he investigates others everywhere. The front-line people are working hard in front, while the people sitting in the office are investigating assiduously, which naturally makes people unhappy. Later, in order to find out the truth, Qiu Dongyang took the initiative to go deep into the criminal's lair and rescue his subordinates at the scene. Although he died later, his behavior won the respect of others. The efforts made and difficulties encountered by front-line personnel at the grass-roots level are invisible to the upper level and will not take the initiative to report upwards. Only by walking with the front line, knowing them, understanding them and recognizing them, can the work of the upper level be more valuable.

Of course, HRBP will inevitably be "tortured" because we are the "second party" of the sales department. Since I met Party B's friends, I know that Party A is so awesome, and I can better understand the native partners at the first-line project site.

HRBP, a real "superior" role, needs to put down its "management" posture and go where it is really needed.

Recommend an article "Ren Zheng Fei: HR should be reformed, be" on fire "on the battlefield, and be laid off if not allowed". It was the speech delivered by President Ren at the retreat of the General Cadre Department by Huawei on March 28th, 2009, 2065438, ordering HR reform, and exchanging his own risks for endless fighting capacity.

May HRBP be like a fallen flower, close to and embrace the earth, but still strive to bloom.