What do you want HR business partnering to look like?
How clear are you about what you want HR business partnering to look like? In my experience, there’s no one-size-fits-all.
Every organisation is unique, in terms of sector, size, structure – and, most importantly, leadership maturity. Helping business leaders to understand what HR is capable of delivering, and the part they need to play in that, takes work.
Partnering is by its nature a two-way street. Building business leaders’ understanding of how HR business partnering can fulful its potential to drive value normally takes a series of conversations.
‘If you help us by doing X, we can achieve far more for you.’
The X might be engaging HR earlier in business planning, or ensuring HR are involved in strategic meetings.
Or, in many organisations, in reality it’s a few steps back from that. The X might be getting line managers to manage, rather than treating HR as a service function or, dare I say, an admin function.
Our Seven HR Enablers provide a valuable framework to pinpoint exactly what you want business partnering to look like, and a toolkit to develop that.
When you consider the radical changes that are ahead with AI, it’s even more critical now to ensure that HR is in a position to partner strategically and not be left out of the loop.
Wherever you are on that journey, if you’d like a sounding board, please get in touch.
Our next open workshop, about strategic influencing in business partnering, is on Tuesday 24th February.
