HR Business Partner - Startup (5-9 yrs)

The exact responsibilities of an HRBP vary depending on factors like the industry, company size, strategic objectives, and the maturity of their HR organization.

However, several responsibilities remain the same for all future-oriented HRBPs:

1. Strategic planning:

- A good HRBP can help their organization become future-ready by focusing on the existing workforce and preparing them for the future.

Areas they need to work on include:

- Reskilling and upskilling: Identify training needs and assist the L&D function in aligning training programs with business objectives

- Strategic workforce planning: Ensure the company's workforce has the right size, shape, cost, and agility for the future

- Succession planning: Select and develop key talent to ensure there are talents to fill critical roles.

2. Coaching and consulting leadership about HR matters:

- An HRBP should clearly understand how current and future challenges affect the people in their organization. This understanding allows them to give key stakeholders practical advice and coaching.

- However, the HRBP only acts as an advisor and consultant and is does not takes care of everything. Their job is to equip and enable leadership to handle (most) people matters in the organization.

Here are some examples of the responsibilities you might find in an HRBP job description:

- Conduct weekly or bi-monthly meetings with business leaders and provide HR advice where necessary

- Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help ensure compliance

- Provide guidance on the creation and implementation of HR processes and policies.

3. Building a competitive organization:

- An HRBP helps their organization win clients and acquire and retain the best talent. They play an important role in making sure their business can strategize, train, and adapt to develop the best product.

As such, they may also have the following responsibilities:

- Conduct day-to-day performance management guidance for line managers e.g., mentoring, career planning, coaching, etc.)

- Help line managers deal with organizational, people, and change-related issues

- Optimize organizational design to increase productivity and improve business performance.

- These HR professionals are also crucial in ensuring the business can attract and retain the best talent.

They might need to:

- Collaborate with other members of the People Team on implementing innovative and inclusive recruitment strategies

- Develop or assist in creating a future-proof compensation and benefits strategy

- Implement reward and recognition interventions to increase bottom-line results and employee engagement.

4. Being a company culture and employee experience champion:

- Helping build and maintain a strong organizational culture, as well as continuously improving the employee experience, are core responsibilities of future-ready HRBPs.

Companies often require the HRBP to:

- Give advice and suggestions for culture-related initiatives, such as cultural transformation.

- Implement HRM interventions on employee wellness, Diversity, Equity, Inclusion and Belonging, or talent management.

- Work with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and minimize unwanted turnover.