In recent years, the demand for Human Resource Business Partners (HRBPs) has grown significantly. Unlike traditional HR roles, HRBPs work closely with company leadership to tackle business challenges from a human resources perspective. To succeed as an HRBP, you need a deep understanding of business strategies and the ability to align HR initiatives with broader company goals.
In this article, we'll explore the key responsibilities of an HRBP, the skills needed to thrive, and the career path to becoming one.
An HRBP, or Human Resource Business Partner, goes beyond traditional HR tasks like recruitment and payroll management. Instead, they develop and implement HR strategies aligned with business objectives. This strategic role allows organizations to recruit talent more effectively, improve employee engagement, and strengthen internal communication between employees and leadership.
Given the challenges of an aging workforce and talent shortages, HRBPs are vital in shaping strong, resilient teams that can adapt to these changes.
The HRBP role is one of the four strategic HR functions developed by Dave Ulrich, a professor at the University of Michigan, in the 1990s. These functions link HR practices directly to a company's business strategy. Here’s a breakdown of Ulrich's four key roles:
Ulrich emphasized the importance of results-driven HR roles, introducing new concepts to encourage HR departments to think more proactively about their contributions to business success.
HRBP (Strategic Partner)
| Develops and implements HR strategies that align with business goals.
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Change Agent
| Improves processes and practices to drive organizational transformation.
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Administrative Expert
| Manages traditional HR tasks such as recruitment and employee development.
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Employee Champion
| Focuses on employee needs, creating stronger connections between staff and the organization.
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While HRBPs work within specific departments or business units, Chief Human Resource Officers (CHROs) are executive-level leaders responsible for overseeing HR strategies across the entire organization.
| HRBP
| CHRO
|
Role
| Acts as a liaison between employees and management to develop and execute HR strategies aligned with business goals.
| Leads the organization’s overall HR strategy and collaborates with the C-suite (CEO, CFO) to address broader business challenges.
|
Scope
| Focuses on specific departments or teams.
| Manages HR strategies across the entire organization.
|
While HRBPs typically focus on specific departments, addressing business challenges and collaborating closely with leadership, traditional HR departments handle company-wide tasks like recruitment, training, and payroll.
In short, HRBPs take a proactive role in shaping strategies, while traditional HR tends to manage pre-defined administrative functions.
| HRBP
| Traditional HR
|
Role
| Bridges communication between employees and leadership, providing feedback and insights.
| Manages administrative tasks like recruitment, payroll, and employee placement.
|
Scope
| Focuses on specific departments or business areas.
| Oversees HR functions for the entire organization.
|
Although still relatively new in some markets, the role of HRBP is expected to continue growing in importance.
As businesses navigate unpredictable societal changes, organizations must be agile and responsive. HRBPs, with their focus on connecting people and strategy, play a key role in ensuring businesses can adapt. They are also crucial in addressing talent shortages by focusing on employee retention and development.
Companies already using HRBPs have seen improvements in employee development and a more streamlined approach to talent management, leading to stronger teams and less turnover. As AI technologies advance, HRBPs will need to leverage these tools to enhance efficiency and overcome talent gaps.
Nick Scheele, Division Director of the HR Department at Robert Half Japan, commented on the future potential of HRBPs:
"In the future, I see HRBPs leveraging advanced data analytics and people metrics to make more informed, proactive decisions that not only support talent development but also drive business success. Their ability to align employee needs with business objectives will be key in creating agile, resilient organizations that can adapt to the challenges of tomorrow."
HRBPs have become indispensable due to two main factors: the need to adapt to societal changes and the increasing difficulty of securing top talent.
As the business environment becomes more unpredictable, companies need to make strategic decisions quickly. HRBPs help integrate HR strategies into business plans, allowing companies to react swiftly and remain competitive.
For example, during the COVID-19 pandemic, businesses that adapted to remote work succeeded while others struggled. HRBPs can help organizations implement changes like these seamlessly, keeping operations on track.
In a shrinking labor market, retaining and developing existing employees is more important than ever. HRBPs, by working closely with teams, can identify opportunities to improve job satisfaction, raise performance, and prevent turnover. Their proximity to staff allows for tailored approaches to employee engagement and growth.
The role and responsibilities of HRBPs can be summarized in three key areas:
HRBPs design HR strategies from a business perspective, focusing on recruitment, talent development, transfers, and placement. This includes forecasting talent needs, budgeting for workforce planning, optimizing talent allocation based on business requirements, and executing initiatives for workforce adjustments. They serve as strategic partners to leadership, facilitating the realization of corporate objectives.
HRBPs act as a link between employees and management, conveying each group's perspectives to the other. They share the management's strategies and ideas with employees while relaying feedback from employees back to leadership. This role involves championing employee needs and fostering an environment where management considers employee input. By mediating opinions and resolving conflicts, HRBPs enhance trust within the organization and promote a cohesive work culture.
HRBPs are often called upon to offer HR consulting to leaders and managers within various business units, addressing HR-related challenges they may struggle to resolve independently. This may involve revising employee evaluation systems, creating processes to improve operational efficiency, and developing strategies to boost employee motivation. Additionally, HRBPs play a crucial role in nurturing leadership and HR management skills to help employees adapt to a changing social landscape.
If you’re aiming to become an HR Business Partner (HRBP), reviewing job listings can give you a clearer idea of the necessary skills and help you prepare for your job search. Pay particular attention to the qualifications required to assess whether you possess the necessary skills.
Below are specific job examples for HRBP Manager positions, along with insights into salary expectations and current compensation standards in HR roles on our Salary Guide.
Job Title
| Senior HR Business Partner Manager
|
Expected Salary
| ¥12,000,000 – ¥15,000,000
|
Responsibilities
| - Identify the talent needs of various departments and develop succession plans for key positions.
- Plan and execute talent management, recruitment, and training programs.
- Manage transfers, performance evaluations, labor relations, and resource management.
- Implement initiatives to enhance organizational vitality and improve management quality and employee engagement.
- Oversee team management.
|
Qualifications
| - Practical experience in HR functions within a corporate environment.
- At least four years of experience across multiple HR areas (e.g., HR Business Partner, talent management, workforce planning).
- Strong interpersonal skills, excellent communication abilities, execution capability, logical thinking, and the ability to act swiftly.
- Experience managing subordinates at a senior management level.
- Business-level English proficiency (reading, writing, speaking, and listening).
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Work arrangement
| Remote work available.
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An HRBP needs a diverse skill set beyond just HR knowledge. Here are four essential skills to develop:
HRBPs must possess a comprehensive understanding of HR practices, including recruitment, labor management, compensation, and organizational development. Lacking foundational HR knowledge can hinder your ability to devise and implement effective HR strategies. While understanding the business side is important, being an HR specialist is fundamental.
To contribute to achieving business goals, HRBPs need a solid grasp of business concepts and practices. Without this understanding, engaging in logical discussions and formulating effective HR strategies becomes challenging. It’s essential to deepen your understanding of organizational management alongside HR practices.
HRBPs should be adept at analyzing company challenges and proposing actionable solutions. Start by listening to employees to understand their concerns. Addressing these issues requires multi-faceted analysis and the implementation of effective approaches. While leveraging past experiences is helpful, it's also important to anticipate new challenges proactively.
As a bridge between employees and management, HRBPs must excel in communication. Effective collaboration with employees is crucial for executing HR strategies. Strong communication fosters trust and accelerates problem-solving efforts.
To pursue a career as an HRBP, consider obtaining the following four certifications:
A career consultant assists workers with job transitions and career development. This credential is a protected title, ensuring high reliability due to confidentiality and ethical guidelines. As an HRBP, this qualification can help you recognize employees' strengths, boosting motivation and proactive behavior.
The Business Career Certification in HR, talent development, and labor management validates competencies in HR functions. It is categorized into three levels, each targeting different experience levels:
Level 1: For those with over ten years of experience aiming for senior roles (Director level) – knowledge of HR, talent development, and risk management.
Level 2: For those with around five years of experience targeting managerial roles – specialized knowledge in HR and labor management.
Level 3: For those with approximately three years of experience aiming for supervisor or team leader positions.
Achieving this certification demonstrates your ability to make strategic decisions from a holistic business perspective.
An MBA is a graduate-level degree that covers human resources, marketing, strategy, and finance. While similar subjects are taught at the undergraduate level, an MBA hones critical thinking and decision-making skills, equipping you to adapt to changing market dynamics.
This course provides certification in Problem-Solving HRBP, encompassing workshops and lectures. Participants gain in-depth knowledge of HR management while working on real organizational challenges.
The HRBP role is relatively new in Japan, and while there isn’t a well-defined career path, it holds significant potential for growth. Experience in various HR-related roles is crucial, and after serving as an HRBP, you may advance to positions like CHRO (Chief Human Resources Officer) or Senior HRBP. CHROs play a critical role in overseeing extensive HR functions and hold considerable decision-making authority.
HRBPs are professionals who tackle business challenges from both HR and management perspectives. Given the rapidly changing business landscape and the increasing demand for skilled talent, the role of HRBP is gaining traction.
To succeed in this field, one must acquire the necessary knowledge and experience. A broad range of experiences beyond HR will enhance your career prospects. Use this guide to chart your path toward becoming a sought-after HRBP.
