14 WAYS

HR BUSINESS
PARTNERS
CREATE EXCEPTIONAL VALUE FOR
ORGANIZATIONS, LEADERS AND
PEOPLE

Check it out!
 1

Talent Acquisition
Alignment
By collaborating closely with team
leaders, HR BPs can create detailed
job profiles, use targeted recruitment
channels, and conduct tailored
interviews to find candidates who fit
the team's requirements. This
alignment ensures that the right
talent is brought in, maximizing the
team's ability to achieve its limited
yet critical goals.
 2

goal
setting
HR BPs support the team and leaders
by helping align individual and team
goals with business objectives,
ensuring a shared vision within the
small team. Collaborative goal-setting
fosters a sense of ownership and
commitment among team members,
driving overall team performance.
 3

Performance
Management
HR BPs can work with team leaders to
establish clear performance objectives,
implement regular performance reviews,
and provide coaching and feedback to
leaders and people to maintain ongoing
communication around all things feedback
and achievements. This effective
performance management approach
cultivates a sense of people’s
accountability to achieve their goals, and
also the leader’s responsibility to
provide support.
 4

Employee
Performance Issues
HR BPs work together with team leaders
to conduct performance improvement
discussions, offering support to struggling
employees, and implementing performance
improvement plans. Addressing
performance issues should never be solely
a matter left to HR. Business and team
leaders must take an active role. HR BPs
facilitate the conversations and provide
resources and support for leaders and
team members to better align and manage
performance issues.
 5

Feedback
channels
HR BPs support the creation of
feedback channels (via focus groups,
one-on-one conversations or
technology) to encourage regular
feedback exchanges between team
members and leaders. Effective
feedback is an avenue to provide
valuable insights that help identify
areas for improvement (in the leader
and team members).
 6

Training and
Development
By thoroughly understanding the team’s
goals, indicators and metrics of
success, HR BPs can conduct skill gap
assessments, curate or develop training
programs, and provide opportunities for
continuous learning that help upskill and
reskill people with the ultimate
objective of helping the team achieve its
goals. This targeted training approach
directly benefits the team's ability to
deliver on its objectives.
 7

Succession
Planning
In tandem with team leaders, HR BPs
can design the right tools and
assessments to identify individuals in
the team who can take on leadership
roles, design individual development
plans, and facilitate knowledge
transfer to support potential leaders’
successors. Succession planning at
the team level ensures continuity and
minimizes disruptions during
leadership changes.
 8

Workforce
Planning
HR BPs can use data and forecasting to
anticipate workforce needs, develop
recruitment strategies, and identify
opportunities for upskilling or reskilling.
Effective workforce planning ensures
that the team has the right mix of skills
and talents to handle their specific needs
effectively. For this, HR BPs must have a
total understanding about the goals of
the team and then the ability to translate
those goals into workforce needs
(people, talent and skills).
 9

Change
Management
HR BPs can be a fundamental asset in
supporting the team to create change
management plans, provide resources
for training and support during
transitions, and measure the impact
of change. Skillful change management
enables the team to adapt quickly to
new strategies or processes with
minimal disruption.
 10

Data-Informed
Insights
HR BPs can collect and analyze HR data,
creating powerful stories and visualizations
to highlight trends and present data-backed
recommendations to team leaders. Access to
data-informed insights helps teams make
informed decisions, optimizing their limited
resources. In this case, one of the most
important activities for HR BPs is to have a
thorough understanding of the business and
team’s strategy, the challenges and
problems they are facing, and proposing
talent solutions backed by data.
 11

Employee
Engagement
HR BPs can support employee
engagement and experience, and
culture at the team level by conducting
various kinds of surveys, architecting
and shaping a better culture or
improvements in the existing culture,
recognizing achievements, among
others. High levels of employee
engagement and experience foster a
motivated workforce, driving the
team's success.
 12

Conflict
Resolution
HR BPs mediate conflicts impartially,
creating a safe space for
communication and coaching team
leaders on effective conflict
management techniques. Responding
and addressing conflicts preserve a
positive team culture and maintains
focus on objectives.
 13

Direct Managers
empowerment
HR BPs provide leadership development
programs, coaching and support to direct
managers in order to improve their
people leadership skills and equip them
with necessary knowledge and tools to
do their leadership work effectively.
Direct managers are the conductors that
ensure harmony in a team and turn it into
a high-performing community. Direct
managers are the guardians of team’s
culture and, thus, need support to do so
effectively.
 14

Diversity and
Inclusion
HR BPs champion diversity and inclusion
initiatives, foster an inclusive culture, and
implement diversity training to promote
understanding and respect at the team
level. In doing so, HR BPs help leaders
unlock unique perspectives and creative
problem-solving, driving innovation and
success. Often, team leaders are not
knowledgeable or savvy about how to
create an inclusive team culture that
makes people feel that they belong. HR BPs
support them with coaching and leadership.