Our 7 HR Enablers are a proven formula for HR Business Partnering
Our framework of HR Enablers is unique – it’s performance-oriented rather than ‘just’ descriptive. It paints a clear picture of what great HRBPs actually do, and can measure how stakeholders experience that.
We’re delighted to have the endorsement of Dave Ulrich who sees this as a positive and practical build on his work.
Relationships are the delivery mechanism for HR’s work because HR only creates value when its work is embraced by leaders. That’s why effective business partnering is so vital.
There are many layers to building robust partnerships, and our Enablers provide a comprehensive formula.
Connection and influence are not “soft” — they are core to results. In addition, they must be combined with other talents such as business savvy, proficiency with data, critical thinking and diagnosing root causes. Only then can the HRBP build their credibility with senior stakeholders. Our Enablers are backed by a strong toolkit to support the HRBP’s development.
HR’s resources are limited, and the HRBP has a critical role to play in enabling the rest of the HR function to ensure that their efforts are focused on what the business actually needs.
They’re the portal into the function, and need courage and stature to push forward and push back so that the HR team can determine their priorities, manage expectations and deliver against their promises.
Effective HRBPs are core to the function’s reputation. There are many delicate paths that they have to tread in order to manage the complexity within their role – and also the function’s credibility.
What do you see as the biggest challenge that HRBPs have to face?
If you would like a complimentary virtual 2-hour taster workshop for your HRBPs, take a look here or get in touch.
