developing the hr business partner approach to reflect the
TRANSCRIPT
Ask Yourselves………
• On a scale of 0 – 10, how effective is your HRBP approach to reflect your commercial environment?
• Taking into account our findings and your stakeholder expectations, what’s working well?
• How might you develop this approach further?
Public and Private Sector
Commercial
1. Cost Management
2. Agile and flexible organisations
3. Growing the market
4. Increased productivity
5. Increased customer focus
6. Digital transformation
Stakeholder Expectations of HR
Business Partners
PRIVATE SECTOR
Best Fit Solution
Understand the bottom line
Commercially astute
Think Business First
Understand Risk
COMMON THEMES
Understand the
business
Pace & Flexibility
Meaningful data /
analytics
Understand the impact of
decisions
Commercial Mind-
Set
Brokering effective
relationships
Context savvy
People Management expert
PUBLIC SECTOR
Seeking best practice
Outcome focussed
Commercial mind-set
Ability to translate
policy/process
Less risk averse
Skills & Behaviours of a HRBP.
Driven to Deliver
Understands the Business
Commercial & Financial
Acumen
Added Value/ROI
Decisive Thinker
Skilled Influencer
Personally Credible
Collaborative
Courage to Challenge
Strong relationship
Builder
HR Expert
How HR Business Partners
Add …..
• Business savvy
• Context savvy
• Good insight, metrics and analytics
• Credible activist
• Business filter
How Do We Get There?
• Think Business 1st, HR 2nd
• Working on the shop floor
• Commercial acumen
• Financial responsibility
• Networking
• Data / metrics
• Multi-discipline projects
• Know your Brand
• Career path
• Role profile
• Alignment of HR
Management Information Dashboard
46
17 19
62
54
83 81
38
0
20
40
60
80
100
120
Community Services Education & Learning Public Health Transport & Economy
Gender Profile by Business Unit (%)
Male Female
1%
9%
14%
23% 35%
11%
7%
Transport & Economy - Age Bands
Under 20
20 - 29
30 - 39
40 - 49
50 - 59
60 - 64
65 or over
HRBP Role Profile EXPERIENCE
* Considerable experience of building effective working relationships with key stakeholders…(internal and external) to enable opportunities and outcomes.
* Substantial experience of delivering measurable performance results..
* Influencing and achieving buy in to ideas and actions at a senior level.
* HR best practice theory applied….. Major change initiatives..
INSIGHTS, METRICS & ANALYTICS
* Use of insight, trend analysis and contextual understanding organisationally and nationally to instigate strategic direction
* Solving problems and identifying creative and innovative solutions within financial and organisational constraints.
* Significant experience of using project management tools and techniques..
SKILLS & ABILITIES
* Expert ability to inspire the confidence of leadership teams – personal credibility.
* Strong commercial acumen.
* Ability to interpret and anticipate trends affecting the organisation..
* Ability to work with and analyse data.. allowing for informed decisions and shaping future direction.
Alignment of HR & OD Operating Model
Strategic Workforce Effectiveness HR & OD Service & Commissioning
Shape, influence and set direction for WCC workforce strategies
Design solutions to drive workforce effectiveness
Trusted partners consult with Senior leaders to diagnose needs, develop Directorate level
Workforce strategies and oversee implementation/monitor performance vs plans
HR/OD Governance, Performance & Programme reporting, Comms/Marketing, Customer feedback,
Business Support. Commissioning Management
Efficiently execute strategic & operational plans with customers. Delivery of Core products,
processes & advice through appropriate channels
Self Service
Help Desk
Delivery Teams
Commission
Business Partner HR & OD Delivery
Fee
db
ack
Feedback
Feedback
Feed
back
Performance Leadership One HR & OD
Fully integrated and co-dependant – cannot operate without all elements being fulfilled
This is what the businesses are saying!
Solution focussed and understands that hard facts are important in business decisions
Service Manager – Neighbourhoods Directorate
“Enabling, supporting and challenging managers and
directors to horizon scan the big people issues so that we
can remain relevant and achieve the best outcomes for
the public we serve“ Director Commercial &
Change
"As a commissioning authority, we absolutely need our HRBP's to operate with a commercial mind-set. It is a non negotiable competence for the HRBP role here in Worcestershire. "
Ask Yourselves………
• On a scale of 0 – 10, how effective
is your HRBP approach to reflect
your commercial environment?
• Taking into account our findings and
your stakeholder expectations,
what’s working well?
• How might you develop this
approach further?