HR Business Partnering

Hi I have been recruited to my first HR Business Partner post and would welcome any thoughts, suggestions about how to become as effective as possible. I have done a number of HR roles at various levels so am aware of ulrich's work and "expectations" of the role, but im looking from a more realistic, business perspective - what do those who i work for expect of me? and i can i ensure i deliver. JD

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I work with one or more business groups to help achievebusiness objectives. I work in partnership with departmental leadership teamsand collaborate with line managers and Centre of Excellence HR Consultants toproactively identify areas where HR can add value, and ensure effective solutionsare delivered e.g. leadership development and succession planning, changemanagement, organisational development.I operate as a critical member of the business group's management team, andtherefore adopt a business approach to HR issues and recommend appropriateactions. A Day in the life of….. (Typical Diary) MONDAY􀂾 Emails & responses and ad hoc telephone calls.􀂾 Attend the Organisational Senior Management Team meeting every Monday morning (2 hrs), to reviewstrategic and operational issues. This includes a review of the business plan and achievements/ progress/issues; it is important to ensure that the HR plan is aligned.􀂾 Hold weekly briefing with team (maybe by telephone/ video conference). Confirm visit to Leeds nextTuesday to have 1:1 with team member and arrange to meet with stakeholders in the area to discuss keybusiness issues.􀂾 Leading the Freedom of Information Act project for the HR Team. Review of actions and priorities toensure HR implement the FOIA within the Department, plus oversee the HR aspects within the widerbusiness.􀂾 Telephone call from a challenging business manager who does not want to performance manage an underperforming individual. Explain the HR operating model, using influencing skills to explain the benefits andeffectiveness of the model, direct the manager to the relevant Intranet site and then provide theappropriate Shared Service contact details.HR Business Partner Guide - Modernising People Management - September 2005 14TUESDAY􀂾 Emails & responses and ad hoc telephone calls.􀂾 Recently received the Staff Survey results and need to commence action planning with the Business Unit.Meeting with the business co-ordinator to identify the key areas to focus on and plan the resourcesrequired to deliver results (liaising with specialists if appropriate). Prepare a presentation for the nextmonthly Business Board meeting. Having a voice at the Board is important, to enhance effectivepartnership and deliver updates on business critical issues. Working on projects with the business providesfurther opportunities to provide and gain updates on key issues.􀂾 Attend lunchtime CMPS Masterclass to improve knowledge of a current key topic. Networking with OGDs,sharing best practice, etc.􀂾 Attend the fortnightly meeting with the Head of Operational HR and Business Director to share information,check current and potential issues etc. Maintaining good communication channels with the business iscritical to enhance effectiveness and credibility, especially with the support of a business champion.􀂾 Meeting with a new senior business manager – it is important to establish key relationships early. Provideoverview of the HR Department (e.g. structure, operating model, contact numbers etc), explain my role,and summarise the key HR deliverables for this Quarter to support the Business Unit (demonstrating anunderstanding of business needs). Obtain information on specific business objectives, barriers, potentialfuture issues, views on current status etc.􀂾 Set time in diary to meet again next week when I would provide some proposals and options to resolve apotential resourcing issue we had just identified. This proactive positive response helps quickly establishthe benefits of working effectively in partnership.WEDNESDAY􀂾 Emails & responses and ad hoc telephone calls.􀂾 Attend the ‘Top 150’ business conference for the strategy launch (1/2 day event). Presentations by keyspeakers, with the opportunity to network with key stakeholders.􀂾 Meeting with the Business Head of Policy to review the IiP action plan; there is a target to pass the nextassessment in July.􀂾 Facilitate a meeting with 2 Senior Managers who disagree on the direction and resource commitment ofthe business plan for their areas. A resolution is agreed and I make a note to follow up with somecoaching.􀂾 Leave to attend an evening local CIPD event on Change Management (CPD).HR Business Partner Guide - Modernising People Management - September 2005 15THURSDAY􀂾 Emails & responses and ad hoc telephone calls.􀂾 Meeting with a senior manager to provide coaching on some new responsibilities (leading a crossBusiness Unit project).􀂾 Meeting with the Business Director and 2 Senior Managers to advise on a small restructure withinbusiness unit and discuss the staff implications (e.g. interview for new positions or possibleredeployment). Update Resourcing Team to plan potential resource requirements, and plan thecommunications for the TUs.􀂾 Identify and discuss the training required for the team following the restructure. Liaise with the ODspecialist and the L&D Facilitator to design bespoke requirements and deliver within budget.􀂾 Receive email from a manager requiring clarity on the recruitment process. Refer to HR Advisor withinShared Service structure/ HR team to progress.􀂾 Review the number of hits on the HR Intranet sites, and plan how to encourage the business to utilise thisservice more effectively.FRIDAY􀂾 Emails & responses and ad hoc telephone calls.􀂾 Line Manager rings to ask about absence management for a member of his team. Refer to HR Advisor(within Shared Service structure) to respond.􀂾 Head a project meeting with HRBP team to plan the HRBP Balanced (Business) Scorecard. By aligningthe HR objectives with business strategy, and agreeing key measurable targets within the Business Unit,the BBS (BSC) can be used in discussions with Directors to link to the business plans and provideconsistency.􀂾 Lead an informal HR masterclass at a lunchtime seminar (held monthly by HRBPs) for the Business Unit’sHR team.􀂾 Prepare for a coaching session next week for staff attending an internal promotion assessment centre.􀂾 Review new HR policies.

􀂾 Prepare for the Organisational Senior Management Team on Monday morning.

 All in all BUSY BUSY BUSY!!! GOOD luck with your new job! You will love it!

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 !!!!!!!! 

I think you might have scared everyone away from this thread Perk

Perhaps you should start a blog!? 

 

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