The 4 challenges of the HR business partner role

The concept of the HR Business Partner role has been around for more than twenty years now but it’s still evolving. Where it’s worked best those leading the charge have been:

• Business-focused (ie, good at understanding how issues relate to their own organisation)
• Strategic in their mindset
• Credible in the organisation, and have personal impact
• Skilled in building and maintaining relationships
• Skilled and confident in challenging existing practices and driving change
• Collaborative and solutions-focused

Where it’s not worked well line managers, in particular, have felt ‘done unto’ rather than supported and HR’s reputation has suffered.