HR Business Partner Sample Job Description

The Human Resources Business Partner functions as an internal consultant to assess, measure, and enhance the performance of the organization.

Get 51 Free Job Descriptions

Summary

Builds close relationships within assigned group leadership and employees to advise and guide on the people aspects of business decisions and to ensure such decisions are aligned with company culture and practices. Works as a member of the OD Team to implement performance improvement interventions in one or more of the following areas: leadership development/succession management, performance management, and talent development. Evaluates interventions on the basis of meeting business goals and objectives, and quality of deliverables.

Utilizing knowledge of the industry, assigned customer groups, and best practice HR activities, interacts proactively with assigned customer groups to: ensure the recruitment and selection of the right people; improve the capabilities and competence of the workforce; facilitate employee contribution by listening to and responding to employees’ needs in order to increase employee commitment and capability; provide tailor-made services such as customized training and development, facilitation of team initiatives, facilitation of business planning; assist with the streamlining of business processes and productivity and effectiveness improvement initiatives; and assists with organization and job design in order to provide more value-added to the end customer.

Job Results & Essential Functions

Business Needs Translated into Human Performance Requirements & Initiatives

  1. Identifies the core business measures used by key clients and translates these measures into supporting people measures.  Collects and analyzes performance of these measures. Translates data into meaningful recommendations and develops outcomes and measures of success collaboratively with partners.
  2. Participates in HR policy & process by ensuring principal stakeholders and decision-makers are on board and their views are considered.  Uses consensus-building techniques and facilitation skills to resolve conflict and obtain agreement on issues affecting customers with differing views.  Ensures that end products do not compromise HR management principles or the goals of the organization.
  3. Proposes client solutions that integrate various HR areas such as compensation, staffing, performance management, and training and development rather than providing piecemeal advice as issues arise.
  4. Drives best practices around the design and implementation of effective roles, structures, and management systems.
  5. Root cause analysis
  6. Participates in design of organization succession program, and partners with HR Business Services to ensure appropriate identification of succession candidates, current and future leadership needs, expectations and competencies.
  7. Develops systems and tools to inventory existing talent to identify “in line” successors as well as long-term or “high potential” candidates.
  8. Develops and drives a multi-pronged management assessment process (360 feedback, psychological assessment, assessment centers, interviews, etc.) to identify current capabilities.
  9. Participates in the development and implementation of a leadership development process.

Managers Capable in Performance Management

  1. Provides education and support to line managers for the effective management of employee relations.
  2. Assists managers in conducting appropriate disciplinary interventions and terminations.
  3. Intervenes in sensitive areas that cannot be handled as effectively and without legal risk by line management (e.g. harassment cases, management abuse, human rights situations, illegal acts by employees.)
  4. Assists management in translating organizational and departmental strategic plans into human resources practices that promote plan accomplishment.
  5. Assists managers in developing or maintaining skills necessary to drive high employee performance, appropriately communicate achievement and improvement opportunities to employees.
  6. Coaches Managers to improve employee performance by utilizing effective coaching techniques, provides guidance and support in administering human resources policies and procedures to ensure that employees receive fair and reasonable treatment to establish a supportive work environment.
  7. Provides a logical system to managers to identify future staffing requirements based upon systematic assessment of defined future job requirements, demonstrated capability to meet those requirements, and reasonably expected paths of advancement or development.
  8. Ensures application of a rigorous process and specific criteria in hiring and selection decisions.  This includes identifying and applying selection instruments to determine applicant capabilities in key areas of the job.
  9. Leads performance of appropriate work analysis and redesign to establish clear standards for excellent performance (e.g., job descriptions, competencies, etc.).
  10. Supports continuous performance improvement and champions the principle of a learning organization by providing consultation in the areas of performance management by partnering with clients to identify, select and analyze performance gaps, and to determine, design, implement and evaluate interventions to improve performance against business goals.
  11. Ensures that systems exist to provide for the design and deployment of employee development plans.
  12. Monitors external changes in law, policies, and practices to define and confront risk to employees and the business.  Ensures advice to customer groups includes identification of potential human resources risks (e.g. EEO issues).

Performance Management Tools that Enhance Employee Engagement

  1. Works with managers to identify the gap between current performance (at either the individual, process, or department levels) and desired performance.  Recommends and assists in the implementation of performance improvement activities to close the gap.
  2. Utilizes best-practice and organizational performance data to recommend changes to performance management processes and tools.
  3. Drives the design and implementation of tools to support development of Pivotal Roles and Key People.
  4. Identifies HR systems that may be inhibiting individual capacity for change and recommend solutions.
  5. Monitors and evaluates the effectiveness of the Management toolkit (including Intranet delivery system), and ensures changes are implemented when required.

Tools & Processes to Drive Improved Organizational Capabilities

  1. Provides a logical system (Talent Planning) to managers to identify future staffing requirements based upon systematic assessment of defined future job requirements, demonstrated capability to meet those requirements, and reasonably expected paths of advancement or development.
  2. Develops and implements systems that help match an employee’s performance and career to his/her capabilities, so that they remain competent as the expectations and demands of work change.
  3. Participates in design of organization succession program, and partners with business leaders to ensure appropriate identification of current and future leadership needs, succession candidates, and high potentials.
  4. Ensures that systems exist to provide for the design and deployment of employee development plans.
  5. Utilizes best-practice and organizational performance data to recommend changes to performance management processes and tools.
  6. Identifies HR systems that may be inhibiting individual capacity for change and recommends solutions.
  7. Pipeline of Leadership Talent in Key Roles:  Analyzes the skills and capabilities of the functional area; identifies future workforce requirements; and identifies a means to close any gaps. Ensures processes are in place for unleashing the full potential of others by providing needed resources, coaching, experiences and other support to place the right people in key roles and continuously upgrade their skills and knowledge.
  8. Organizational Structure:  Develops an organizational structure that supports the retention and development of staff to deliver a high level of services, as well as offers career development for high performers/ high potentials.
  9. Employees Aligned to Vision, Direction and Goals:  Aligns priorities with the direction and priorities of the broader organization.  Diagnoses whether assigned functional areas are performing at full potential and ensures communication cascades down through the organization.  Breaks down organizational silos, bridges communication gaps, and engages the employees they manage so the entire workforce can understand how the company operates and how each person can contribute to the company’s success.
  10. Champion Change & Innovation:  Ensures an environment that encourages fresh perspectives, innovative, breakthrough ideas and new paradigms that create value in the marketplace.  Initiates, sponsors, and implements organizational change.  Keeps current on changes in law and policy in advance of implementation.

Trusted Coach & Advisor

  1. Demonstrates credibility by understanding the business and the range of issues facing managers.
  2. Develops good internal networks across their defined area of the business as well has effective relationships with people outside of their functional area.
  3. Develops a Partner “tool kit” to enhance management’s ability to successfully implement initiatives as well as ensure consistently of messaging across the OD Partners.
  4. Assists management in translating organizational and departmental strategic plans into human resources practices that promote plan accomplishment.
  5. Participates in leadership meetings to gain and offer insight on business and operational challenges.
  6. Participates in HR policy & process by ensuring principal stakeholders and decision-makers are on board and their views are considered.  Uses consensus-building techniques and facilitation skills to resolve conflict and obtain agreement on issues affecting customers with differing views.  Ensures that end products do not compromise HR management principles or the goals of the organization.

Position Qualifications

Education/Experience:

  • Bachelors’ degree in human resources, business, or industrial relations. Equivalent experience will be considered. Master’s preferred.
  • Ten years progressive, exempt-level generalist experience in human resources with a specific emphasis on organizational development/change management, including organizational design, job analysis and design, and management development.
  • Hands-on experience using diagnostic tools (e.g. job analysis, interviewing, survey development, etc.)
  • Prior project management and leadership skills.
  • Prior experience in an internal consulting role preferred, but not required.

Supervisory Responsibilities:
Directly supervises employees. Supervisory responsibilities are carried out in accordance with the organizations policies and applicable laws. Responsibilities include:

  • Interviewing, hiring, and training employees
  • Planning, assigning, and directing work
  • Appraising performance
  • Rewarding and disciplining employees
  • Addressing complaints and resolving problems.

Certificates & Licenses:
No certifications needed

Scope of Decision Making:
Decisions require complex analytical judgment. Plan and perform a wide variety of duties requiring general knowledge of company policies and procedures applicable within area of responsibilities, and including their application to cases not routinely covered. Requires considerable judgment to work independently toward general results, devise methods, modify or adapt standard procedures to meet different conditions, make decisions based on precedent and company policies.

Computer Skills:

  • Intermediate Microsoft Word skills as evidenced by the ability to produce basic business letters and simple tables and charts; as well as check spelling, set tabs, change page orientation, sort, save, open and organize electronic files; as well as create moderately complex documents containing tables and graphs, and ability to mail merge documents, apply page setup functions (margins, page numbers, footers, headers), create an index and/or table of contents, use search & replace, print labels and envelopes.
  • Advanced Excel skills as evidenced by the ability to use workbooks, create simple formulas, insert and delete data, create and edit charts, filter and sort lists, and format data, link data, create and edit charts, change page orientation, add headers and footers, filter and sort lists, format data, insert rows, enter and sort data and produce graphs and charts; as well as the ability to enter and edit complex formulas, filter lists, sort ranges, create and run macros, and use data analysis tools (pivot tables, scenarios, etc.).
  • Experience with basic accounting and information systems required to perform responsibilities effectively.

GET 51 FREE Game-Changing Job Descriptions

Improving Performance Management

Improving Performance
Management

Results-focused job descriptions are crucial for clarifying roles and expectations and are an integral part of creating high-performance organizations. This FREE e-book from Transformation Solutions provides the tools you need to write your own winning job descriptions plus 51 practical examples!

Get My Free E-Book