What is HRBP?

Human resources professionals known as HR business partners assist organizations in integrating

their "people strategy" with their "business strategy." They support senior leaders in developing and
implementing an HR strategy that supports their goals for future growth, performance, and
development. An HR Business Partner's responsibilities are highly diverse. It all comes down to
making sure they have a seat at the senior leadership table. A great HRBP must participate in high-
level talks in order to assist a company in achieving its objectives by focusing on its "people
objectives." The definition of an HR business partner is when the role of HR is expanded to this level.

The primary distinction between an HR manager and an HR business partner is that the former holds
a senior, strategic management position, whilst the latter is a senior individual contributor who
works with one or more managers inside the organization. An HR manager often has overall
responsibility for carrying out HR policies on a daily basis which is crucial to the efficient operation of
the business. While an HR business partner is a senior HR professional with extensive knowledge of
and skill in how the HR function contributes to the development of a particular line of business
within the firm. The core tasks of an HRBP involve:

1. Strategic control of HR processes

2. Staff development and coaching
3. Collaboration with executive management
4. Taking charge of change
5. Employer Branding

David Ulrich’s HR model is employed to increase the effectiveness and efficiency of their HR
divisions. Ulrich's model aids in the organization of roles and responsibilities among HR departments
by identifying who oversees and accountable for the crucial duties that support the efficient
operation of any firm.

Dave Ulrich’s old HR model:

1. Strategic Partner has the responsibility of HR Management and HR Company Partners, and it
is about the alignment of HR actions and initiatives with the overall business strategy.
2. Change Agent supports the organization's business as it changes and transitions in human
capital.
3. The position of an administrative expert is more internally focused. It is responsible
for overseeing the delivery of daily "business as usual" production, as well as costs,
personnel, and other factors.
4. Employee Champion takes care about the interest of employees and protect them during
the process of the change in organization.

Dave Ulrich’s new HR model: The 5 competency domains of an HR include

1. Accelerates business: HR should not only focus on maintaining HR functions but also focus
help an organization succeed in the marketplace.
2. Advances Human Capability: HR gives useful insights into human capability like talent,
leadership, organization, and HR practices to deliver value.
3. Mobilizes information: To ensure that investments in human capability have the largest
possible influence on the outcomes for stakeholder groups, HR should provide information
to prioritise and guide these investments.
 4. Fosters collaboration: HR promotes strong relationships within the organisation and serves
as an example of them.
5. Simplifies Complexity: HR establishes disciplines to get things done and assists in distilling
complex possibilities into basic actions.

Introduction 1

About the Mentor 2

Acknowledgment 3

Research Methodology 4

Benchmarking 5

Results and Observations 6

Policies and practices 7

About the Company 8

References 9

Plagiarism check 10