HR Business Partner Job Description Template - Workable Resources

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HR Business Partner job description

An HR Business Partner is a professional who provides HR guidance, analyzes metrics, resolves employee relations issues, and works with management to improve work relationships and productivity. They act as consultants, aligning HR practices with business goals.

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Refreshed on

June 12, 2023

Reviewed by

Eftychia Karavelaki

Senior Recruitment Manager

This HR Business Partner job description template can help you attract the best candidates for your Human Resources Department and is easy to customize to meet your company’s specific job requirements.

What is an HR Business Partner?

An HR Business Partner is a professional who oversees HR operations, provides guidance to management, analyzes HR metrics, resolves employee relations issues, and suggests HR strategies aligned with business goals.

What does an HR Business Partner do?

An HR Business Partner consults with line management, provides daily HR guidance, analyzes trends and metrics, resolves complex employee relations issues, improves work relationships and productivity, and suggests HR strategies. They act as consultants, aligning HR practices with business goals to support the organization’s success.

HR Business Partner responsibilities include:

• Consulting with line management and provide daily HR guidance
• Analyzing trends and metrics with the HR department
• Resolving complex employee relations issues and address grievances

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Job brief

We are looking for a qualified HR business partner to oversee all human resources operations and ensure they’re aligned with our business goals.

Our ideal candidates should have solid experience with HR practices and employee management. You will communicate with the board of directors and with senior managers to express new ideas and suggest solutions, considering budget limitations and our company culture.

Ultimately, you should be able to act as a consultant on human resources management and organizational changes.

Responsibilities

• Consult with line management and provide daily HR guidance
• Analyze trends and metrics with the HR department
• Resolve complex employee relations issues and address grievances
• Work closely with management and employees to improve work relationships, build morale and increase productivity and retention
• Provide HR policy guidance
• Monitor and report on workforce and succession planning
• Identify training needs for teams and individuals
• Evaluate training programs
• Suggest new HR strategies

Requirements and skills

• Proven work experience as an HR business partner
• Excellent people management skills
• Analytical and goal oriented
• Demonstrable experience with HR metrics
• Thorough knowledge of labor legislation
• Full understanding of all HR functions and best practices
• BS degree in Human Resources or related field

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Frequently asked questions

What does a HR Business Partner do? A HR Business Partner oversees HR operations, provides guidance to management, resolves employee relations issues, analyzes HR metrics, and suggests HR strategies aligned with business goals. What are the duties and responsibilities of an HR Business Partner? Duties and responsibilities of an HR Business Partner include consulting with line management, analyzing HR metrics, resolving employee relations issues, improving work relationships and productivity, and suggesting HR strategies. What makes a good HR Business Partner? A good HR Business Partner has excellent people management skills, analytical mindset, goal orientation, thorough knowledge of HR metrics and labor legislation, and a full understanding of HR functions and best practices. Who does an HR Business Partner work with? An HR Business Partner works closely with line management, senior managers, and the board of directors to provide HR guidance, express new ideas, and suggest solutions aligned with business goals. What skills should an HR Business Partner have? An HR Business Partner should have strong people management skills, analytical abilities, knowledge of HR metrics and labor legislation, excellent communication and problem-solving skills, and a degree in Human Resources or a related field.

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