Elevating HRBPs: From Admin Tasks to Strategic Leadership

HR business partners (HRBPs) are transitioning from administrative roles to strategic leaders, according to The Josh Bersin Co. study. Companies like Lego are redefining HRBPs as strategic advisors, boosting business performance and adaptability. To achieve similar success, organizations should transition HRBPs from routine tasks to strategic functions and invest in their development.

Initially designed to align HR functions with business strategy, HRBPs now face an overload of administrative tasks, reports HR Dive. This shift has weakened their role in business strategy and decision-making, as they spend much of their time on routine duties such as employee relations, compliance, recruitment, benefits administration, and payroll. Unlike traditional HR roles focused on operational tasks, HRBPs are meant to act as consultants, providing strategic insights and tailored personnel solutions to drive organizational success, highlights LinkedIn. 

Kathi Enderes, Senior Vice President of Research, Josh Bersin Co., underscores the urgent need for companies to reassess their HRBP structure and role. According to the report, only 11% of companies have an HR function at the highest level of maturity. These companies see significant advantages: they are twice as likely to exceed financial targets, 12 times more likely to achieve high workforce productivity, and seven times more adept at adapting to change. This highlights the crucial link between a mature HR function and enhanced business performance.

The Lego Group exemplifies this successful approach. At Lego, senior HRBPs act as strategic advisors without direct reports, focusing on change management, coaching, and organizational design. This model supports functional areas and priority projects, enhancing HRBPs' effectiveness in driving business outcomes.

However, many HRBPs face challenges in being recognized as influential business consultants. A survey of 7,100 HR professionals revealed that while HRBPs often excel in routine, individual tasks, they struggle to demonstrate the strategic skills and relationships needed to impact key business decisions. Enderes highlights that this lack of recognition hampers their ability to be seen as valuable advisors who can shape and drive business strategy effectively.

To address these challenges, companies should reframe the HRBP role by shifting from transactional tasks, such as onboarding and employee communications, to strategic functions like leadership development and change management. Implementing rotation schemes for HRBPs, which involve participation in cross-functional projects, can help them build essential relationships across departments. Enderes advocates for investing more in HRBPs' development, ensuring their growth opportunities are on par with those available to other employees.

In essence, by realigning HRBP responsibilities and investing in their development, organizations can better utilize these professionals to drive business success and adapt more effectively to evolving challenges, including technological advancements, geopolitical conflicts, and climate change, reports MBN.