The Human Resources Business Partner Explained

EXCELLENT! Thank you.

This role is an artificial ideological construct invented by David Ulrich a few years ago. This is one of the typical successfully promoted pseudo-useful consulting tricks.
The key question is what exactly this so-called HR business partner is ACCOUNTABLE for and what decisions he/she has the right to make. The problem is that when they try to explain the role of HR in the organization, and in particular, the role of the so-called HR business partners, they forget to emphasize 2 things:

1) that it is managers, and not HR, who are accountable for the staff subordinate to them, that is, it is a manager (not HR) who is accountable for a) the working behavior and work results of their subordinates, b) the teamwork of subordinates, and c) the enthusiasm/engagement of subordinates.

2) any (not only HR) employee of an organization is, BY DEFINITION, obliged to partner with all stakeholders in the organization.

Therefore, guys, PLEASE stop mindlessly repeating, like parrots, mantras about the HR in general and the HR business partners in particular. Turn on your heads and finally understand that you should not stupidly list the functions of these artificially created roles. Try to realize one single simple thing: EVERY HR specialist must be able to partner with all stakeholders in the organization. There should be not specially created "partner" roles in HR or finance, or logistics, or marketing, or in the legal department. If the employees of the organization do not know how or do not want to interact effectively, then no dedicated HR employee (whatever he/she is called) will solve this problem. Management and only management should be held accountable for this.

And about HR, it's enough to simply say that 3 things are expected from ANY specialist in this field: professionalism in his/her function, business understanding and leadership (as from any other specialist in any other function in the organization).

Brilliant explanation. That's the role I aspire to.

I need help please. Is there anyone who can help out on how an HRBP can give an advice to a line manager dealing with an attendance problem.

How to become a Strategic HRBP as a freelancer with 2 years of HR experience currently? Kindly guide me

Thanks, having my interview tomorrow for HRBP really aiming for this position after 10years of HR Generalist role. Thannk you for your video it gives me full understanding of the role. Wish me luck. :))

Nice video on human resource business partner

Great info!! the example of the day by day of Phil was a great example. I have a case where the Devops manager that I partner with has.. what he call "divas problem" actitud with his very specialized staff. What can i offer to him has couching and precise help??

what a handsome man

Love it! Got a lot of learnings here.thank you!

Wow I like this dude.. very understandable 😊

Hey Erik!

Which HR department is responsible for keeping a track of their employees’ skillsets?
Also, Is there any specific AIHR community which I can join?

Btw, love the content. 🌸
Keep going. 🎉

You are amazing!

Fantastic explanation

Couldn't thus functions be fulfilled by a CHRO?

I loved the explanation, it's just what I was looking for for the role I have to play today, thank you very much

👌. Please increase the quality of microphone volume in next videos

This is a BETTER explanation than I expected!!! 🤩 Thank you so much for the in-depth information and real-life examples.

Very good explanation of the role. Thank you.

Really appreciate the way you explained an HRBP's role