Business HR Deliverables One Question Business HR Deliverables

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 Co. Es 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 Ø Strategic Partner: Acting as a strategic HR advisor to senior management Ø Change Agent: Act as a catalyst for continued business performance Ø Administrative Expert: Ensuring excellence in delivering operational HR Ø Employee Champion: Act as voice of employee