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Key Responsibilities and Required Skills for HRBP

💰 $ - $

Human ResourcesPeople OperationsHRBPTalent Management

🎯 Role Definition

As a Human Resources Business Partner (HRBP), you will act as a strategic partner to business leaders to align people strategy with business objectives. The HRBP drives talent management, performance and succession planning, organizational design, employee relations, and change management while leveraging HR analytics and HRIS tools to deliver measurable impact. This role requires deep experience in workforce planning, compensation guidance, employee lifecycle management, and advisory-level stakeholder engagement across multiple functions.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Senior HR Generalist with cross-functional exposure to talent, performance, and employee relations.
  • HR Manager responsible for a business unit or multiple teams.
  • Organizational Development or Talent Acquisition Lead seeking a strategic business-facing role.

Advancement To:

  • Senior HR Business Partner / Lead HRBP
  • HR Director / Head of People Partnering
  • VP of Human Resources / Chief People Officer (CPO) / CHRO

Lateral Moves:

  • Organizational Development (OD) Consultant
  • Talent Management or Leadership Development Partner
  • Compensation & Benefits Manager
  • Change Management Consultant

Core Responsibilities

Primary Functions

  • Serve as the strategic HR advisor and trusted partner to senior leaders and managers, proactively shaping workforce strategy, organizational design, role architectures, and talent plans to meet short- and long-term business objectives.
  • Lead end-to-end workforce planning for assigned business units — analyze headcount trends, forecast workforce needs, develop hiring roadmaps, and coordinate with Talent Acquisition to secure critical skills and capacity.
  • Design and execute performance management programs, including goal setting, mid-year and year-end reviews, calibration sessions, and manager training to ensure consistent and fair performance outcomes aligned with company objectives.
  • Drive talent review and succession planning processes for key roles, identifying high-potential talent, development paths, retention strategies, and actionable individual development plans (IDPs) tied to business-critical competencies.
  • Partner with Compensation & Benefits to provide salary benchmarking, promotion recommendations, pay equity analysis, and total rewards guidance that support attraction, retention, and internal equity across your portfolio.
  • Lead complex employee relations case management, including investigations, disciplinary actions, grievance resolution, and the documentation of outcomes; ensure fair and legally defensible processes.
  • Coach managers and leaders on effective people management practices — performance conversations, conflict resolution, motivation, retention interviews, and leadership behaviors that drive inclusive team cultures.
  • Develop and implement change management and communication plans for reorganizations, scale-ups, restructures, mergers, and policy rollouts, minimizing disruption and accelerating adoption of new ways of working.
  • Partner with Learning & Development to identify capability gaps, design targeted training, leadership programs, and on-the-job development initiatives that build bench strength and support career mobility.
  • Use HR analytics and workforce metrics (turnover, retention, time-to-fill, diversity metrics, engagement scores) to diagnose systemic issues, create data-driven recommendations, and present insights to business leaders with clear actions and ROI.
  • Act as the primary HR subject-matter expert for compliance with local, state, and federal employment laws, regulations, and company policies; partner with Legal where necessary to mitigate risk and ensure consistent application.
  • Drive employee engagement and culture initiatives at the team and business-unit level — analyze engagement survey results, co-create action plans with leaders, and track progress against improvement targets.
  • Advise on hiring strategies for critical or niche roles including pipeline development, sourcing strategies, interview frameworks, and candidate experience improvements in partnership with Talent Acquisition.
  • Lead onboarding and assimilation plans for new hires in your businesses, ensuring a seamless experience, early performance momentum, and connection to company values and culture.
  • Manage workforce transitions, redeployments, and outplacement support during restructures or downsizing, collaborating with leaders to design humane processes and support programs that preserve employer brand.
  • Facilitate cross-functional workforce initiatives such as remote/hybrid work policies, flexible work arrangements, and ergonomic/mental health support in coordination with People Ops and Facilities.
  • Oversee HRIS data integrity for assigned population — ensure accurate job, manager, compensation, and headcount records; coordinate system updates, reporting requests, and partner with HRIS administrators on configuration needs.
  • Build, maintain, and scale HR processes, templates, playbooks, and manager toolkits that enable consistent people decision-making across multiple teams and geographies.
  • Lead or contribute to compensation planning cycles, merit, bonus, and promotion processes ensuring alignment to budgets, policies, and calibration outcomes while communicating rationale to managers and employees.
  • Serve as a partner in diversity, equity, and inclusion (DEI) programs — advise leaders on inclusive hiring, bias mitigation, equitable career development, and metrics to improve representation and belonging.
  • Evaluate and manage external vendor relationships related to recruitment, assessments, learning platforms, outplacement, and HR consulting engagements to optimize spend and outcomes.
  • Coordinate cross-border HR activities and compliance when interacting with international teams, working with global HR or local experts to ensure legal adherence and culturally appropriate practices.

Secondary Functions

  • Support ad-hoc HR analytics requests and create executive-ready dashboards and reports to answer leadership questions on headcount, attrition, and engagement.
  • Contribute to the organization’s HR strategy and roadmap by identifying capability gaps, process improvements, and HR technology opportunities that scale with growth.
  • Collaborate with business units to translate people priorities into project requirements for HRIS, L&D, compensation, and talent programs.
  • Participate in cross-functional programs and project governance, including sprint planning for people-related initiatives, and provide HR subject-matter expertise during implementations.
  • Mentor junior HR colleagues, provide learning opportunities, and contribute to building a high-performing People function by sharing best practices and lessons learned.
  • Support employer branding and recruitment marketing initiatives to improve candidate pipelines and reduce time-to-fill for priority roles.

Required Skills & Competencies

Hard Skills (Technical)

  • HR Strategy & Workforce Planning: experience creating headcount models, skills inventories, and strategic hiring plans aligned to business roadmaps.
  • Employee Relations & Investigations: demonstrated ability to lead investigations, document findings, and advise on corrective actions within legal and policy frameworks.
  • Performance Management Systems: designing and administering performance cycles, calibration processes, and talent review methodologies.
  • HRIS & Reporting: proficiency with Workday, SAP SuccessFactors, Oracle HCM, or similar HRIS platforms; strong ability to extract and validate data, build dashboards, and automate reports.
  • Compensation & Benefits Acumen: knowledge of market benchmarking, job leveling, total rewards philosophy, and pay equity analysis.
  • HR Analytics & Data Literacy: ability to interpret workforce metrics, run cohort analyses, and produce executive summaries that drive decisions (Excel, Power BI, Tableau, or similar).
  • Change Management: experience planning and executing organizational change, including communication strategy, stakeholder mapping, and adoption metrics.
  • Employment Law & Compliance: working knowledge of local/state/federal employment legislation, leave laws, and regulatory requirements.
  • Talent Management & Succession Planning: skill in identifying high-potential employees, building development plans, and designing mobility strategies.
  • Project Management: ability to manage simultaneous HR projects, timelines, dependencies, risks, and vendor deliverables.
  • Talent Acquisition Partnership: experience partnering with recruitment teams on sourcing strategies, candidate assessment, and interview design.
  • Learning & Development Alignment: ability to translate business competency needs into learning programs and on-the-job development.

Soft Skills

  • Strategic Thinking: ability to synthesize business priorities and translate them into HR approaches that move the needle.
  • Executive Presence & Stakeholder Management: trusted advisor skills; comfortable influencing senior leaders and navigating complex organizational dynamics.
  • Coaching & Mentoring: skilled at developing managers and leaders through feedback, skill-building, and career conversations.
  • Communication & Storytelling: capable of translating data and HR policies into clear, persuasive narratives for diverse audiences.
  • Problem Solving & Decision Making: pragmatic and outcomes-focused, balancing people risks with business realities.
  • Empathy & Cultural Sensitivity: strong interpersonal instincts with the ability to build trust across diverse teams.
  • Negotiation & Conflict Resolution: able to de-escalate employee issues and find fair, sustainable solutions.
  • Adaptability & Resilience: comfortable with ambiguity, rapid change, and high-growth environments.
  • Project Facilitation & Collaboration: experience running workshops, training sessions, and cross-functional meetings to drive alignment.
  • Attention to Detail & Documentation: thorough in record-keeping, compliance artifacts, policy drafting, and process documentation.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor’s degree in Human Resources, Business Administration, Psychology, Industrial/Organizational Psychology, Labor Relations, or a related field.

Preferred Education:

  • Master’s degree (MA, MS, MBA) in Human Resources, Organizational Development, Business Administration, or related graduate credential.
  • Professional HR certification such as SHRM-SCP, SHRM-CP, HRCI SPHR, or CIPD (where applicable).

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration / Management
  • Industrial & Organizational Psychology
  • Organizational Development
  • Labor & Employment Relations

Experience Requirements

Typical Experience Range: 5 - 10+ years of progressive HR experience with at least 3–5 years in an HR Business Partner or senior HR generalist role supporting managers and leaders.

Preferred:

  • 7+ years of HR experience in fast-paced, matrixed, or multi-site organizations.
  • Demonstrable track record partnering with senior leadership, driving talent strategies, leading complex employee relations matters, and delivering measurable HR outcomes.
  • Prior exposure to HRIS implementation or major HR program rollouts, and experience in a technology, professional services, healthcare, manufacturing, or high-growth startup environment is a plus.
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