The growing demand for HR business partner jobs
Over the last decade HR Business Partner jobs have become much more defined and have gained significant popularity within certain organisations. A growing number of companies are beginning to adopt the HR Business Partnering model. This model essentially aligns the organisation of the central HR functions with the top and central levels of an organisations infrastructure, i.e. directors and managers.
Demand for HR Business Partner professionals has spiked recently. Mainly as it allows organisations who successfully adopt the model to make quicker business changes based on HR functions. Many companies look for a business partner to join the senior team to drive positive business change from a HR perspective.
The rise of agile working
Over the last decade, and with the rise of the 'digital start-up' companies, more and more organisations are choosing to adopt a more 'agile' working structure. Technically, agile working essentially compartmentalises an organisations employee structure, so that every team is self-managed and can react to quick changes. Whereas senior level decision making is led by an agile team of senior staff. With market demands always changing, companies with the right agile working structure can adapt quickly to meet these demands.
This ability to change alongside market demands provides companies with a distinct competitive edge. This has provided senior HR professionals with a new exciting opportunity to work in a contemporary fast paced environment. Traditionally, senior HR professionals would work in a static centralised HR department. Their role would centre heavily around defining company policies and facilitating the day to day HR functions.
Whereas today, companies can look to a HR Business Partner to support and work with different heads of departments. For example, with the finance director or management accountant to drive multi-disciplinary business change. If for example a company decides to change it's infrastructure to align with market demands, it would be the role of the business partner to work agilely to implement this new strategy, manage HR projects and typically lead the HR team.
No two HR business partner jobs are the same
The role and central responsibilities of a HR Business Partner can typically vary as they must align closely with an organisations specific infrastructure. This means matching the right roles with the right candidates takes a certain level of expertise and understanding.
One organisation may require a candidate who possess specific skills in talent acquisition and management, often known as a Resourcing Business Partner. Whilst another may require a candidate with a strong background in business strategy and finance, known typically as a Finance Business Partner. It is therefore the role of the recruiter to gain a deep understanding of a candidate’s experience, skillset and aspirations to ensure a successful partnership.
What are the business needs of today?
A good business partner will constantly ask themselves 'what are the business needs of today?' and 'how can I facilitate them?' These two questions form the basis of almost any business partner role. Once a need has been identified, the business partner will then work closely with the right people to implement change and meet the demands of the business.
Peter Wilson, National President of the Australian Human Resources Institute says, "The business partner’s role is to put in place the policies and practices of the people of the organization that are aligned to the operational needs of the business or, if there’s a big strategic change, then the people management processes to move people from doing things one way to whatever the new form of implementation is.”
What are the main responsibilities of a HRBP role?
Even though many HR Business Partner jobs can differ, there are still a few general competencies that a candidate must possess. According to a study of over 100 HRBP job descriptions, there are around six essential skills. Those are:
- Business Acumen
- General HR Expertise
- Recruitment / Resource Expertise
- People Management
- Analytical / Computer Skills
Typically, a successful HRPB candidate will possess a degree level education in either Human Resources or a business-related subject. Accreditation can also typically be required, such as a CIPD recognised certificate in Human Resources or business.
Experience is vital in almost all HR Business Partner jobs, but depending on the company and its demands, the level of experience can often vary. Many companies look for an experienced HR Business Partner with around 4 years’ experience of working in a HR role and with supervisory or management experience seems to be the average.
However, reviewing a job description and list responsibilities is always the best way to determine whether you are capable of meeting the demands of the role.
The average career path of a HR Business Partner typically follows the same progression path.
Progression path: HR Business Partner - Senior HR Business Partner - Head HR Business Partner - HR Director - Chief Human Resources Officer. Chief Human Resources Officer is widely recognised as the highest possible HR position. This role will often require a HRPB to move to larger organisations to finally attain the position.
Find the right HR jobs with Morson
At Morson we continually recruit on behalf of some of the world’s biggest organisations to provide our candidates with exciting career opportunities. For over 50 years we have worked hard to streamline the recruitment process and support every one of our candidates with their job search. Finding a job with Morson is as simple as creating an account, uploading your CV and applying.
Your application will be supported by a dedicated recruitment expert every step of the way. If you are looking for HR jobs that are tailored to you, create a free account with us today and set up your personalised job alert. Or get in touch for more information on 0161 707 1516.
Looking to recruit a HR Business Partner?
At Morson we have a dedicated professional services team who speaiclaise in sourcing HR professionals across the UK. Our team of HR recruitment specialists take the time to listen to our clients and understand their business goals. They then tailor the candidate attraction and screening processes around those goals.
To find out how we can help you achieve your business goals, get in touch with us today.
HR Operations Manager - Employee RelationsBirmingham, West Midlands
I am currently recruiting for a HR Operations Manager - Employee Relations for my Private Sector Client in Birmingham. In this role you will be responsible for overseeing a team of Senior HR Advisors and Operational Management of the team, ensuring the HR services are delivered effectively to the organisation. Key Accountabilities: Responsible for managing a team of Senior HR Advisors, ensuring that they are fully developed, coached and mentored to reach their full potential in order to support the needs of the business. Provide advice and guidance to aid the resolution of complex queries and cases escalated from Human Resources Operations or the wider team, with autonomy to make decisions on how to proceed. Manage the provision of end-to-end core Human Resources services to employees, interpreting policy and processes to resolve any people issues. Monitor operational performance and service level agreements through the analysis of Key Performance Indicators / metrics. Report on these to identify trends, provide feedback and make recommendations. Champion a customer focused service culture, by ensuring continuous improvement in the efficiency and quality of Human Resources services. Strategic project management, as required. Applying Human Resources knowledge to ensure that the best result is found for the business. Manage team activities to ensure that work is distributed effectively. Monitor capacity within the team and make resourcing recommendations as appropriate. Drive effective communication and information flow within the team. Ensuring messages are clearly understood, interpreted and applied in a correct and consistent way. Key skills and experience required: Previous line management experience, preferably leading an HR Employee Relations Team Extensive working knowledge of Employment Law, Governance guidelines. compliance and regulatory requirements Wide ranging experience in HR including Employment Tribunal and ACAS casework Exposure of working in a large matrix managed organisation is desirable Commercial acumen, with past budget management accountability
Talent Resourcing ManagerAbingdon, Oxfordshire
I am currently recruiting for Talent Resourcing Manager. The purpose of the role is to provide the required range of operational, advisory and strategic services which will attract, develop and retain outstanding people who are committed to the achievement of excellence and to the values of the organisation. The role will be to provide a key role in HR leadership, by successfully managing all recruitment and selection services to maximise the time to hire, candidate experience, employer brand, inclusion and value for money are achieved throughout our practices. Operating within an agreed budget, duties will include: * A track record of developing and delivering innovative resourcing strategies into complex, * multi-location organisations. * Develop, implement and manage a direct hire methodology for Staff recruitment to help improve service and cost of hires. * Ensure that all resourcing procedures are clearly documented and published. * Work closely with internal stakeholders to optimise the utilisation of resources, improve performance and ensure Operational delivery maintained. * Manage the 3rd party relationships to ensure that service level agreements in contracts are being adhered to, whilst ensuring value for money. * Responsible for owning and developing complex Assessment Centre's ensuring they are fit for purpose and professional, ensuring maximum efficiencies - attendance and cost per assessment centre per head. * Coach team members to help improve performance, specifically to improve their pipeline management and escalation aspects within their role. * Build sourcing plans to attract candidates for hard to fill areas/positions * Act as subject matter expert for the practices and processes in all recruitment. * Monitor, number of hires, time to offer for candidates, devise recommendations on how to reduce these time frames * Develop, evaluate and update resource planning tools * Commit to own personal development and ensure capability and skills are always up to date. Knowledge, skills and experience: * Extensive HR Resourcing experience * Degree level, or equivalent, qualification level * Exceptionally strong HR resourcing and recruitment background and recent experience of managing multi-site recruitment, multiple recruitment campaigns * Ability to advise on a wide range of recruitment methods and matters * Demonstrable experience of working in to KPIs and SLAs, reporting on and demonstrating efficiency, candidate experience and value for money. * Strong volume recruitment knowledge, specifically including managing candidates within a pipeline environment, building future talent pools in line with the needs of the business. * Working with data and producing management information * Proven outstanding stakeholder engagement capability and a service-oriented mind-set * Strong people leadership skills, with a proven interest in developing people
HR Systems SpecialistLondon, England
I am recruiting for a HR Systems Specialist for my Client in London. The purpose of the role is to be a be a super user of our HR Information System (iTrent) and other HR systems offering an effective support service to end users whilst assisting the HR Data Manager in future development initiatives. KEY RESULT AREAS * Support the HR Data Manager in collaborating with stakeholders, including HR Service Delivery Teams, IT and other enabling functions to identify and prioritise system requirements which support the delivery of Business and HR Strategies. * Recommend areas whereby HR systems can be used to deploy automation and improve the operational efficiency of the business and meet end user requirements. * Provide a technical systems support service to end users of all HR systems. * Support the authorisation and regular review of iTrent profiles and the HR Drive. * Liaise closely with the HR Data input team to ensure employee data is accurate and integration between systems is maintained. * Collaborate with colleagues across the business to facilitate the delivery of HR system upgrades including completion of comprehensive user acceptance testing, audit trails and fault-finding. * Support the wider HR Data team on periodical activities, e.g. Salary and Bonus Review, TUPE transfers, data cleanses, setting up new T's & C's or sickness / holiday schemes. SKILLS AND EXPERIENCE * Support the HR Data Manager in collaborating with stakeholders, including HR Service Delivery Teams, IT and other enabling functions to identify and prioritise system requirements which support the delivery of Business and HR Strategies. * Recommend areas whereby HR systems can be used to deploy automation and improve the operational efficiency of the business and meet end user requirements. * Provide a technical systems support service to end users of all HR systems. * Support the authorisation and regular review of iTrent profiles and the HR Drive. * Liaise closely with the HR Data input team to ensure employee data is accurate and integration between systems is maintained. * Collaborate with colleagues across the business to facilitate the delivery of HR system upgrades including completion of comprehensive user acceptance testing, audit trails and fault-finding. * Support the wider HR Data team on periodical activities, e.g. Salary and Bonus Review, TUPE transfers, data cleanses, setting up new T's & C's or sickness / holiday schemes. * Intermediate knowledge of MS Office including Excel e.g. V-Look Ups & Pivot Tables. * Previous experience of iTrent is essential * Ability to work under pressure, to tight deadlines and manage conflicting priorities. * High attention to detail, with strong verbal and written communication skills * Strong interpersonal and relationship building skills * Experience of working within a team or project environment
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