Hiring the right HRBP
for your organization

What does a HRBP do?

HR Business Partners (HRBPs) engage closely with business leaders and line managers to develop people competency, plan and manage talent, and design techniques that help the organization achieve its shared goals. In larger organizations, HRBPs are usually attached to some part of the organization, for example, a business unit, a department (Customers Service, Sales, etc), or a territory.

They act as a bridge between corporate HR functions and their business area. HRBPs individuals are required to have excellent collaboration skills as their job is to listen to the business needs and translate them into Human Resources initiatives.



 
 
 
 

How to succesfully hire a HRBP?

 
 


Create a job description with the desired competencies.

Make a list of the Competencies and Skills you are after and feature them prominently in your job offer. Basing your criteria on skills rather than experience will help you reach a larger talent pool.

Check skillset
 


Test your shortlisted candidates to check behavior fit.

Hiring assessments are great at spotting behavior traits and get an idea of how candidates will fit in your organization. They also help you to run better interviews with candidates.

Check assessments
 
 
 
 

Skillset of a HRBP

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★★★★ Proficient level required
 People Analytics  People Analytics
Strategic future skill

 Business partnering  Business acumen Employee Relations Business partner
★★★☆☆ Competent level required
 Change Management  Driving change and innovation Influencing others towards change

 Talent & Career Management  Succession planning Career development planning Employee retention Employee Engagement

 Communicating information  Influencing and persuading others

 Talent Acquisition   Talent Acquisition Interviews

 Strategic Workforce planning  Organization Charts Talent Strategy Strategic Workforce Planning Headcount forecast
Strategic future skill

 Learning & Development  Learning Plan Management Learning Development Individual Development Plans
★★☆☆☆ Advanced Beginner level required
 Personnel Management  Engagement Surveys HR Policies
Is a plus
 Performance Management  Performance Management Team Effectiveness


Tips

A skills-based approach based on the lastest market data ensures you will look for future-proof candidates

By focusing on skills, not experience, you widen the potential talent pool to a larger set of individuals

Set realistic expectations: don't loose time looking for a "unicorn candidate" and move forward to behavior assessments. Unlike behaviors, skills are easy to be taught once they are clearly identified.

Terminology

Competency

Ability to solve complex business challenges. A competency is typically made of several interconnected sub-skills.

Skill

A hard skill or technical ability required to perform a task. Skills are more fine-grained than competencies and easier to be taught.

Behavior

A set of attitudes and soft skills expected of an individual to suceed in her/his position and organization.

Recommended hiring assessments
for HRBP

Know how your candidates will fit, before they start!

 

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Customer Orientation Assessment
Customer Orientation Assessment

This assessment focuses on the capability of the job candidate to be able to emphasize with the customer and drive a successful "win-win" outcome. The 3 professional behaviors assessed are the ability to fully listen to and understand clients, and the capacity to deal with any arising challenges in both a positive and timely manner.

Try it for free!

Problem Solving Assessment
Problem Solving Assessment

Supporting the assessment of candidates on Problem Solving skills including the following behaviors: Problem identification and anticipation, working with others to solve issues, making fact-based decision and solution implementation.

Try it for free!

Customize your own assessment
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Contact us to craft personalized hiring assessments based on special recruitment needs, special languages, or using your own company's skills and behaviors framework.




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