Greetings to all HR professionals..!!
I have a query that why do we required experience in HRBP role for getting a job in HRBP profile? Even those who are working today as a HRBP would have been started from somewhere. Then why there is stereotype thinking of interviewers that a person having HR generalist profile can't handle HRBP?
From India, Pune
7I have a query that why do we required experience in HRBP role for getting a job in HRBP profile? Even those who are working today as a HRBP would have been started from somewhere. Then why there is stereotype thinking of interviewers that a person having HR generalist profile can't handle HRBP?
From India, Pune
In my view, a generalist profile shall not be an impediment to HRBP role. A generalist will have a overview of HR across the functions in relation to business though he might not be involved in strategies aligning HR to business. HRBP role is a more specialist role in this and requires knowledge of both HR and business. So a generalist knowledge shall compliment HRBP role. It seems now therefore every role is now HRBP role only in one way or other with varying levels of participation in the HRBP function.It is only a perception issue of the hiring manager.
B.Saikumar
HR & Labour Relations Consultant.
From India, Mumbai
B.Saikumar
HR & Labour Relations Consultant.
From India, Mumbai
Dear Mr. Saikumar,
I too had the same question that Pandey had. Thanks for sharing your thoughts.
WRT your statement "It seems now therefore every role is now HRBP role only in one way or other with varying levels of participation in the HRBP function." Can you be specific on what is the most significant role as a HRBP. How to upgrade from a HR Generalist to a HRBP? What are the traits required?
Thanks in advace!
Sumithra Krishnan.
From India, Madras
I too had the same question that Pandey had. Thanks for sharing your thoughts.
WRT your statement "It seems now therefore every role is now HRBP role only in one way or other with varying levels of participation in the HRBP function." Can you be specific on what is the most significant role as a HRBP. How to upgrade from a HR Generalist to a HRBP? What are the traits required?
Thanks in advace!
Sumithra Krishnan.
From India, Madras
Hello Sumithra
it is my personal view on HRBP role.For me every HR function can be thought from business perspective. It is only the way you think about HR that differentiates between a traditional HR role and HRBP role.Take for example, the issue of late coming of staff in a retail business unit.As a traditional HR, you look at the issue from the angle of discipline and how it affects general discipline in the unit among the employees and the focus of such thought process will be to discipline the delinquent employee by sermonizing him first and if he does not mend his ways, then issue him memorandum, followed by show cause notice etc. till either he changes his behavior or looses his job.
As a HRBP, you will approach the issue from the business angle.You will investigate how his late coming is affecting the business.His late coming must be affecting customer service which in turn must be hurting business and eating other senior executive's time in attending to complaints from them.Then you will think how to ensure the customer service uninterrupted despite his late coming.What are the options? Who can replace the delinquent employee? How to identify a good replacement? Do you need to develop a strategy to keep such resources ready to step in when needed? Whom to discuss with about such plan? etc.
So as HRBP you change the way you approach a problem from pure traditional HR role of enforcer of policies to one of strategist, consultant, adviser, coordinator and collaborator(through meetings etc) with operational management so that the HR initiative proposed/suggested by you will impact business.
You can thus extract a HRBP role from a generalist profile. However this is not to ignore the disciplinary angle to the issue. That also needs to be taken care of.
This is purely how I think of the role because HRBP is not some one who is manufactured by any special Institute.
B.Saikumar
HR & Labour relations Consulatant
From India, Mumbai
it is my personal view on HRBP role.For me every HR function can be thought from business perspective. It is only the way you think about HR that differentiates between a traditional HR role and HRBP role.Take for example, the issue of late coming of staff in a retail business unit.As a traditional HR, you look at the issue from the angle of discipline and how it affects general discipline in the unit among the employees and the focus of such thought process will be to discipline the delinquent employee by sermonizing him first and if he does not mend his ways, then issue him memorandum, followed by show cause notice etc. till either he changes his behavior or looses his job.
As a HRBP, you will approach the issue from the business angle.You will investigate how his late coming is affecting the business.His late coming must be affecting customer service which in turn must be hurting business and eating other senior executive's time in attending to complaints from them.Then you will think how to ensure the customer service uninterrupted despite his late coming.What are the options? Who can replace the delinquent employee? How to identify a good replacement? Do you need to develop a strategy to keep such resources ready to step in when needed? Whom to discuss with about such plan? etc.
So as HRBP you change the way you approach a problem from pure traditional HR role of enforcer of policies to one of strategist, consultant, adviser, coordinator and collaborator(through meetings etc) with operational management so that the HR initiative proposed/suggested by you will impact business.
You can thus extract a HRBP role from a generalist profile. However this is not to ignore the disciplinary angle to the issue. That also needs to be taken care of.
This is purely how I think of the role because HRBP is not some one who is manufactured by any special Institute.
B.Saikumar
HR & Labour relations Consulatant
From India, Mumbai
Thank you sir for elaborating more on my question. But my experience with interviewer says we need to know more about strategy planning, Gap analysis, skill assessment, Performance Appraisal system development and implementation, playing leadership role with business unit heads and clients, stakeholder, change Management, using matrix, reports, analysis.Which really demands to work along with the very senior management and stakeholder for that one should also have a specific kind of knowledge, skills and experience.
From India, Pune
From India, Pune
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