Rethinking the HR Business Partner
Why your next HR Business Partner might be hiding in plain sight
This is the third article in a series exploring the role and impact of the HR Business Partner (HRBP). If you're just joining the conversation, I recommend starting with:
Unleashing the Power of Human Capital
In these previous pieces, I discussed the HR operating model and the pivotal role the HRBP must play to provide the value that so many companies desperately seek yet often don't find. Together with Joe Gonzalez from BCA Search, we delved into a fresh approach to pinpointing the ideal candidate for this role.
Today's perspective might ruffle a few feathers, particularly among traditional HR professionals. I argue that the optimal HRBP candidate might already be part of your organization, but not within your HR department. Instead, it could be your next high-potential line leader, who's been right under your nose.
The HR Conundrum: Keeping Pace or Falling Behind
Historically, HR has been a rich matrix of policies, procedures, and personnel management. Many have turned to entities like SHRM to validate their capabilities, yet few emphasize business insight and influence. Consequently, while HR veterans adeptly handle the complexities of contemporary HR, they're often caught off-guard by the ever-accelerating demands of modern business. Others outright fail when asked to look at the business through a talent lens or influence potential outcomes.
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