Partnering with leadership to understand business objectives and workforce needsAdvising on talent management strategies including performance, development, and succession planningSupporting organisational design and change management initiativesLeading or contributing to employee engagement and culture-building activitiesProviding guidance on employee relations and conflict resolutionSupporting workforce planning and headcount forecastingInterpreting and applying HR policies, procedures, and employment legislationCollaborating with Centres of Excellence (e.g. Talent Acquisition, Learning & Development, Compensation)Analysing people data to provide insights and recommendations to leadersDriving diversity, equity, and inclusion (DEI) initiativesEnsuring alignment between business goals and HR practices
Typical HR Business Partner duties
What qualifications should an HR Business Partner have?
A successful HR Business Partner typically has several years of generalist HR experience, often in mid to large organisations, and a strong understanding of strategic HR practices. A job description could include education or training in any of the following fields:Human Resources ManagementBusiness or CommerceOrganisational PsychologyIndustrial RelationsHR Business Partners should also demonstrate a high level of the following competencies:Strong interpersonal and relationship management skillsBusiness acumen and ability to influence stakeholdersProblem-solving and critical thinkingExcellent communication and coaching skillsAbility to interpret data and develop actionable insightsKnowledge of employment legislation and HR best practicesExperience navigating complex organisational structuresConfidentiality, discretion, and sound judgment
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