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Wednesday 14 Sep 2022

What a Successful HR-Client Partnership Looks Like

HR business partnering is essential to the success of your organization. When properly executed, it transforms how HR interacts with stakeholders and employees, which elevates what HR can deliver. However, not all HR-client partnerships are created equally. An HR professional cannot deliver if conditions are not created for success. 

If you want to ensure a successful and robust HR-client partnership, you need to set clear expectations to achieve a higher level of impact. Today, we are going to discuss what a successful HR partnership looks like and what is needed to achieve maximum outcomes for your business.

 

What is an HR Business Partner?

By now you may be thinking, “I have an HR team with an HR manager. Why would I need an HR business partner?” While there is some overlap between an HR partner and an HR manager, they are not one in the same. Both oversee human resource planning, and both are responsible for mapping out HR solutions to accomplish positive change. However, an HR business partner works directly with a company to develop and direct HR solutions to closely support organizational goals. 

Instead of working as part of an internal HR team, like an HR manager, the partner works closely with senior leadership to understand the needs of the company. Their role is to ensure HR policy and procedures meet the needs and goals of the organization while simultaneously meeting the expectations of leadership.

 

What is an HR Business Partner Responsible For?

Before proposing solutions, it’s important for HR partners to understand the needs of the organization they are working with. This starts by spending time with leaders in the field to understand their strengths and areas for improvement. Once a potential HR company analyzes what processes have succeeded and which have failed, they will be able to work as a catalyst to provide a platform and structure the leadership team requires to drive change throughout the company.

There are many duties associated with an HR partnership. These duties may vary depending on the specific needs of your organization. Generally, these duties include developing an overarching HR strategy, evaluating and meaning employees, and improving recruitment.

 

1. Develop Overarching HR Strategy

A competent HR business partner generates the various procedures and approaches to controlling an organization in alignment with company goals. This strategy will be custom tailored to the specific needs of a company. However, these solutions generally foster worker productivity, elevate the company benefits and compensation structure, or realign the current workforce to work more efficiently. 

 

3. Evaluate and Manage Staff

An effective HR business partner not only develops a plan but also effectively executes their strategies to maximize outcomes for a business. This includes evaluating staff and developing a plan to manage them in a way to ensure the company achieves defined goals specified in the HR strategy. For example, they may create an onboarding checklist to help facilitate the smooth transition of new employees.

 

4. Improve Recruitment

An essential element of any HR strategy includes talent management and talent acquisition. A successful HR partner is capable of bringing in exceptional new talent who can help take the organization to the next level. An HR business partner will meet with department heads and assess existing recruitment strategies to develop a plan to ensure the organization can fill any open positions needed to successfully execute its HR strategy.

 

What Businesses Benefit from an HR Partner?

An HR business partner is ideal for large companies that are:

  • Managing a large workforce: HR business partners will analyze your current workforce and find inefficiencies which can lead to extremely beneficial increases in efficiency. 
  • Looking to expand operations: HR business partners will determine if a new strategy can help facilitate growth and expansion.
  • Experiencing a disconnect between HR departments and the business side: If your current HR department is overwhelmed and disconnected from business operations, an HR partner can provide your HR team with the focus needed to improve the bottom line.
  • Lacking an effective HR department: Without a background in HR, it can feel extremely overwhelming to develop and implement an effective HR strategy. An HR partner has the expertise to develop strategies and solutions to meet organizational needs.

 

If you’re interested in learning more about how an HR business partnership can enhance your HR department to help you meet your goals, the experts at MenaITech can help. Our innovative solutions provide your company and employees with the tools they need to attract, train, and retain a happy and skilled workforce. 

Contact a member of our team to schedule your free demo today!