JOB PROFILE
HR BUSINESS PARTNER (M/F/D)
From administrator to designer: the role of the HR Business Partner
This also entails new tasks for HR managers that go far beyond administrative activities. Companies are increasingly involving their HR experts in strategic processes. HR Business Partners are taking on this task. They have an expert function in the field of human resources and act as an interface between HR and management.
HR Business Partners are strategic consultants who combine business objectives with effective HR strategies. They play a key role in personnel development, talent management and organizational development in order to promote business success.
They are therefore increasingly supporting management in an advisory capacity and with distinct methodological expertise. Employees in this role actively contribute to the company achieving its goals and developing further. HR Business Partners act on an equal footing with top management, but remain an important point of contact for employees at all times.
Are you looking for a job as a HR Business Partner (m/f/d)?
Are you looking for a HR Business Partner?
Are you looking for an exciting project as a HR Business Partner?
Do you need a HR business partner who, with their specialist knowledge, is jointly responsible for the administrative area of your company? With the specialized know-how in your industry, administrative knowledge and experience in personnel management, experts can take on a wide range of tasks. We have the right candidates for you.
Background to the role: the HR Business Partner Model by Dave Ulrich
► Administrative experts: Employees in this function are responsible for the efficient and high-quality handling of operational HR processes, such as payroll accounting, personnel administration, recruitment, etc. They usually work in shared service centers. They usually work in shared service centers that provide standardized services for several business units or locations.
► Employee champions: They are responsible for the support, development and satisfaction of employees and act as a contact person as well as an advisor and mediator for employees in all HR-related matters. Employee champions usually work decentrally in the business units or locations in order to ensure close proximity to the employees.
► Business Partner: They are responsible for the strategic direction and design of HR activities in line with business objectives. HR Business Partners act as internal consultants and sparring partners for management in all HR strategy issues, such as organizational development, change management, talent management, etc. They usually work at management or business unit level to enable a high level of influence on business decisions.
With his HR business partner model, Dave Ulrich pursued the goal of making this HR function a valuable partner to management and thus making a measurable contribution to the company's value creation. However, this model also requires a high degree of adaptability, a clear distribution of roles and close cooperation between the three areas. The model is not static, but must be constantly adapted to changes in the market, the company and the HR organization.
Strategic interface function: Tasks of an HR Business Partner
Strategic personnel planning
Strategic personnel planning is an important part of human resources management and comprises the short, medium and long-term planning of personnel deployment. Demographic developments and the shortage of skilled workers present German companies with the major challenge of finding sufficient suitable personnel. This makes it all the more important for HR business partners to work closely with specialist departments and management to ensure effective personnel planning that helps a company achieve its goals and operate economically. With the right personnel planning, HR Business Partners ensure the competitiveness of the company and other aspects:
- Optimization of personnel costs: Personnel planning helps to optimize personnel costs by ensuring that the company only employs as many employees as it needs.
- Improving the workload: Effective personnel planning ensures that the workload is evenly distributed and that employees are not overloaded.
- Ensuring the availability of qualified employees: Good personnel planning ensures that the company has sufficient qualified employees to meet its operational targets.
- Ensuring compliance with laws and regulations: Effective workforce planning ensures that the company complies with all laws and regulations that apply to its dealings with employees.
Personnel cost planning
Employee development through training & coaching
Sparring partner for executives and management
Mediator
Change management
Labor law topics
Financially attractive: HR Business Partner Salary
The HR Business Partner has an important function within the HR organization, which is reflected in their earning potential: In Germany, the annual salary for this role is around 52,000-79,000 euros.
Requirements & skills: What should you bring to the role of HR Business Partner?
Soft skills: social and personal skills
Analytical skills: He or she should be able to analyze and interpret data to make decisions and develop strategies.
Leadership skills: An HR Business Partner should be able to lead and motivate employees.
Conflict resolution skills: In the role of HR Business Partner, people should be able to resolve conflicts between employees or between employees and managers.
Organizational skills: Another competence is the ability of an HR Business Partner to organize and manage complex projects.
Willingness to change: An HR Business Partner should be open to change and ready to take on new challenges.
Empathy: When working as an HR Business Partner, you should have empathy and be able to put yourself in the shoes of employees.
Business understanding: An HR Business Partner should understand the company's business and be able to make the right HR-related decisions in the context of the company.
Hard skills: degrees and professional qualifications
FAQs
Companies are increasingly integrating their HR experts into strategic processes. HR Business Partners take on this task. They have an expert function in the field of human resources and act as an interface between HR and management.
As strategic partners, they support management in an advisory capacity, but remain important contacts for employees at all times.
Companies are increasingly integrating their HR experts into strategic processes. HR Business Partners take on this task. They have an expert function in the field of human resources and act as an interface between HR and management.
As strategic partners, they support management in an advisory capacity, but remain important contacts for employees at all times.
The salary of the HR Business Partner depends on various factors, including the size of the company and professional experience. The HR Business Partner plays a central role in the HR structure, which is reflected in the income opportunities: In Germany, the annual salary for this position is around 52,000-79,000 euros.
The salary of the HR Business Partner depends on various factors, including the size of the company and professional experience. The HR Business Partner plays a central role in the HR structure, which is reflected in the income opportunities: In Germany, the annual salary for this position is around 52,000-79,000 euros.
HR Business Partners are employees from the HR organization. They are responsible for the strategic direction and design of HR activities in line with business objectives. HR Business Partners act as internal consultants and sparring partners for management in all HR strategy issues, such as organizational development, change management and talent management.
HR Business Partners are employees from the HR organization. They are responsible for the strategic direction and design of HR activities in line with business objectives. HR Business Partners act as internal consultants and sparring partners for management in all HR strategy issues, such as organizational development, change management and talent management.
As a rule, people in the role of HR Business Partner have a degree and several years of professional experience. However, there are also special training courses to develop into the role of HR Business Partner. HR Business Partners have knowledge of HR-related topics and HR processes, are confident in dealing with labor law and collective bargaining law and have experience in project management and employee leadership.
As a rule, people in the role of HR Business Partner have a degree and several years of professional experience. However, there are also special training courses to develop into the role of HR Business Partner. HR Business Partners have knowledge of HR-related topics and HR processes, are confident in dealing with labor law and collective bargaining law and have experience in project management and employee leadership.
