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In my view ,,, it is just a new flashy name to stress the importance of HR and the role they can play within an organization
HR business partners are HR professionals who work closely with an organisation’s senior leaders in order to develop an HR agenda that closely supports the overall aims of the organisation. The process of alignment is known as HR business partnering and may involve the HR business partner sitting on the board of directors or working closely with the board of directors and C-suite.
The idea of HR business partners was popularised by academic and consultant David Ulrich, who sees HR business partners as part of a successful modern HR function, along with shared services and centres of expertise. HR business partners are often the most senior HR professionals within the department, with experience of putting points across to senior leaders on a regular basis.
Communication skills are very important for HR business partners as they need to communicate the financial value and future worth of person-centred HR policies to the company’s leadership, as well as communicate high-level decisions down to other members of the HR department and the whole organisation.
HR business partnering is becoming more popular as organisations become people-focused and see the value in aligning agendas toward a common goal. Commentators talk of a ‘breakdown of traditional silos’ and greater collaboration between departments, such as HR and marketing.
HR business partners are seen as important in this process as a progressive way to connect the HR department to other functions – since HR business partners often have experience in senior positions they are well-placed to communicate effectively with other senior leaders.
HR business partnering is a process whereby HR professionals work closely with business leaders and/or line managers to achieve shared organisational objectives, in particular designing and implementing HR systems and processes that support strategic business aims. This process may involve the formal designation of ‘HR business partners’, that is HR professionals who are embedded within the business, sometimes as part of a wider process of restructuring of the HR function.
However, it is important to note that many varying definitions of HR business partnering exist and, where HR business partners operate, there are wide variations in their role.
The concept of HR business partnering, or strategic partnering, emerged during the mid-late1990s, around the time that US business academic Dave Ulrich set out his initial theories for the optimum delivery of HR. Subsequently, certain aspects of the Ulrich model have come to be depicted as a ‘three-legged stool’ or ‘three-box’ model for HR, although there is an ongoing debate over how his theories should be interpreted and put into practice. Ulrich has also reviewed and further developed his own theories on this issue in subsequent work.
The ‘three-legged model’ of HR as perceived by many commentators is based on three key elements - HR business partners, shared HR services and HR centres of excellence - which may be depicted as follows.
Hi... I guess Mr. Emad and Vinod have answered the question... Thank You
