Business HR Deliverables
One Question ?
Business HR Deliverables
•“Do we create value in the business units we serve and
does that value have a direct impact on quantifiable
business objectives?”
•The days of an HR leader being a people person with soft
skills have long passed and there is no turning back
•As a true business partner it is all about creating and
delivering value /s aligned to the organization’s overall
strategic objectives
•HRBP leaders must first be strategic business partners who
just happen to also manage the most valuable assets of the
organization—its human capital.
• To be a true Business Partner what needs to be redefined is
deliverables in terms of Roles and Responsibilities of HRBP
HR Business Partner – Role & Responsibilities
•Helping HR CoEs to deliver most efficient and up to date HR Processes
•Leading Talent Management Process - HR business partners lead the effort to
develop and deliver a long-term strategy to ensure continuous development and
retention of its key employees and potential successor
•Delivering by developing human-resource programs that increases employee
productivity by focusing on business obstacles that occur outside of human
resources
HR Business Partner – Role & Responsibilities
•Championing Change Management Process
•Acting as an impartial advisor for employees in difficult situations
•Keeping HR processes fully compliant with legal and statutory framework
•HR has access to all people related data which insight into the overall capability
of the existing workforce .It has access to all parts of the organization and so is
able to perceive the inter-relationships, strengths and weaknesses of the
organization in a far better way than anyone else . HRBP has to leverage on these
unique set of data to support in formulation & implementation of organization
business strategy and objectives
HR Business Partner - Deliverables
• The overall role of HR business partner deliverables revolves
around
 Strategic Partner: Acting as a strategic HR advisor to senior
management
 Change Agent: Act as a catalyst for continued business
performance
 Administrative Expert: Ensuring excellence in delivering
operational HR
 Employee Champion: Act as voice of employee