CEOs recognize that human capital is the key driver of corporate success. To improve talent management, many organizations have adopted the HR Business Partner (HRBP) model to provide more strategic support to line leaders and have more impact and influence on the business.
However, while three-fourths of CHROs expect their HRBPs to be strategic partners to the line, less than 20% of line leaders say that’s happening.
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We had some experience, but really we needed to be much more professional in our approach.
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Felipe Straub
Chief Human Resources Officer
Entel
Organizations have invested in developing HRBP competencies, but individual attributes are only half the picture. Four organizational barriers inhibit the strategic effectiveness of even the most capable HRBPs:
Companies that build high-performing HRBPs improve employee performance by up to 22%, employee retention by up to 24%, revenue by up to 7%, and profit by up to 9%.
To do so, the best companies focus on ensuring their HRBPs provide direct support in four key areas:
This evaluation tool helps your HRBPs master the activities that are core to their success. Sample activities include:
Use our resources to improve the effectiveness of your HRBPs or develop yourself as a business partner.
Use CEB Ignition™ diagnostics for HR functions to assess your progress in critical activities, including workforce strategy, recruiting, L&D, and total rewards. The output enables you to create detailed action plans for moving to the next level of business impact.
Take our sample diagnostic to learn where to start today.
CEB builds high-performing HRBPs by providing direct support in three key areas: enabling personal growth, working effectively across the HR suite, and supporting leaders and line partners.
Meet the team behind our HRBP resources.
To a common definition of value to the HRBP role, UnitedHealth Group developed a certification process to set internal performance standards.
Sears overhauled the way HRBPs use data and now embeds analytics throughout the HRBP role to enable data-based decisions, not just reporting.
After Syngenta refocused its HRBPs on strategic impact, its cross-functional collaboration led to a complete revision of the company’s go-to-market strategy.
The individual development plan (IDP) enables HRBPs and their managers to articulate a customized development strategy for growth within the organization.
This guide demonstrates the impact of HRBP strategic effectiveness and helps HRBPs target individual development gaps and assist with creating and customizing their own IDPs.
This guide helps HRBPs learn about their business leader's aspirations, challenges, and working style in order to interact successfully.
We appreciate your interest in CEB. If necessary our team will be in touch soon.
Thank you,
CEB
Laura Garza
Executive Director, HR and CLO
Praxair, Inc.
HRBPs at Praxair use CEB to get help on the day-to-day problems they face.
Eric Barger
Vice President, Global Talent Management
McCormick & Company
McCormick & Company used our Business Alignment Tool to discover how its HRBPs were seen by the line.
Vijay Velamoor
Senior Vice President
Asurion
Asurion's HRBPs applied our research to deliver greater value to their line partners.
HR needs to be more focused on building competitive advantage through a more agile approach to talent management.
Rely on full-time 'talent management' professionals, who work in coordination with other parts of HR.
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CEB's HR Business Partner Portal helps us look across traditional HR functional boundaries in areas like employee engagement.
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Senior Vice President, HR
HCA Inc.
