Understanding how to become an HR Business Partner involves obtaining a degree in Human Resources or Business Administration, followed by broad HR experience in various roles. Pursuing advanced qualifications like the CIPD Level 7 Diploma and building strong relationships with senior leaders will enhance your strategic impact within the organization.

What Are the Main Types of HR Business Partners?

The HR Business Partner (HRBP) is a senior HR professional who works closely and often within the C-suite of an organisation to develop and implement HR strategies that are relevant to the business and core to its success. The HRBP is a subject-matter expert who advises the business on strategic HR matters, develops and manages the people strategy, and focuses on improving workforce performance to achieve business results.

There are various types of HR Business Partners depending on the industry and business structure of a company:

1. Generalist HR Business Partner: This HRBP requires expertise in all facets of personnel management-employee relations, talent management, organisational development, succession planning, and programme and policy implementation. They serve a large number of departments, provide external consultation for multiple simultaneous initiatives within a company, and analyse whether HR policies support the overall business strategy.
2. HR Business Partner: Specialist: Navigating the generalist-specialist divide is a hot topic in HR, and many HRBPs fall into either the specialist or generalist category. Specialist HRBPs focus on areas such as recruitment, talent management, or employee relations. They are likely to hold specialist qualifications in their field and help provide expertise to department heads who wish to develop strategies aligned with their business needs.
3. HR Business Partner for Large Enterprises: In large organisations, HRBPs are dedicated to a specific division, such as a region, product line, or business unit. In these roles, the HRBP’s focus is on enabling HR practices that align with the strategic goals of that business unit while balancing the needs of the broader organisation.
4. HRBP for Small and Medium-Sized Enterprises (SMEs): Small and medium-sized enterprises are more likely to adopt the traditional generalist role of the HRBP. This role encompasses everything from day-to-day operational HR management—such as hiring, firing, and payroll—to more strategic business planning activities. It assists senior management in driving decision-making processes that will advance the business.

What Does an HR Business Partner Do?

The HR Business Partner’s role is vital in defining and executing HR strategies that help companies achieve their business objectives. They serve as essential strategic advisers to the organisation’s leadership team, working to align all HR activities with business goals. What exactly does an HR Business Partner do? Here’s a breakdown of the key elements and responsibilities of hr business partner:

• Link HR to Business Strategy: HR Business Partners support senior management to ensure that HR strategies—such as staff acquisition, development, and retention—are aligned with key business goals and fit with operational strategy. They help develop organisational policies and practices that facilitate the achievement of business objectives.

• Serve as a Strategic HR Consultant: HRBPs act as consultants to department heads and leadership teams across the organisation, advising on people-related factors such as workforce planning, performance management, employee engagement, and organisational design. They have a bird’s-eye view of the business and can provide input on aligning HR initiatives with the organisation’s key challenges.
• Manage Employee Relations: HR Business Partners handle complex matters related to employee relations, such as investigating disputes, enforcing disciplinary actions, and addressing grievances. This function entails minimising legal risk while creating or maintaining the desired workplace culture.
• Initiate Talent Management Programmes: By implementing a Talent Management approach, HRBPs build strategies to attract, engage, and retain the company’s top 10% performers. They also plan for succession, develop leadership, and outline career paths to ensure the right skills for future business growth.
• Support Organisational Development: HRBPs partner with leaders to help achieve organisational change, whether it involves becoming more agile through digital transformation or undergoing wider leadership changes due to restructuring, mergers, or other transformational initiatives. They support the human aspect of strategic change, often ‘plugging the human gap’ between organisational strategy and operational delivery.
• Monitoring and Improving Performance: HRBPs oversee performance management systems to ensure employees meet the business’s needs. They also assist managers in establishing performance goals and coaching employees on their development.
• Workforce Planning: HR Business Partners collaborate with senior management on workforce planning to ensure that the organisation employs the right number of people with the right capabilities to achieve business goals. They analyse data, identify skills gaps, and develop future plans.

Average HR Business Partner Salary

The salary of a Human Resource Business Partner in the UK is influenced by factors such as the size of the organisation, the industry in which it operates, and the individual’s level of experience. This is illustrated below:

• Entry-Level HR Business Partner: Entry-level HR Business Partners can expect to earn between £45,000 and £55,000 per year. These roles are typically in smaller organizations or less competitive industries.
• Experienced HR Business Partner: After three to five years in the role, HR Business Partners in the private sector of mid-sized or larger organisations can expect an annual salary between £55,000 and £70,000. Those with particular industry specialisms or in high-demand sectors may earn more.
• Senior HR Business Partner: In larger enterprises, Senior HR Business Partners can earn between £70,000 and £100,000+ per year, depending on the size of the organisation, the complexity of the HR strategy they are leading, and the level of responsibility involved.

Essential Skills of an HR Business Partner 

The HR Business Partner positions are essential and require leadership, strategic, and interpersonal attributes. These professionals must possess a deep knowledge of HR practices and be adept at aligning business and HR strategies. The following skills outline the requirements for HR Business Partner roles:

• Thinking Strategically: HRBPs must develop the capacity to understand the organisation’s strategy and tactics, and how HR initiatives or policies will support these goals. They should design HR policies and practices that align with the company’s long-term business strategy.
• Consultant Skills: HR Business Partners act as consultants to senior leadership, advising them on HR issues and their impact on business objectives. To guide these leaders effectively, consultancy skills such as problem-solving are essential for providing valuable insights.
• Leadership and Influence: HRBPs partnering with senior management must lead discussions, influence decisions, and drive change within the organisation. To lead others, one must know how to do so effectively. Leading and influencing individuals across the business and helping them align with the overall strategy is crucial for anyone aiming to meet the HRBP skill-set requirements.
• HR Expertise: A proficient HRBP will have deep expertise in typical HR domains, including employment law, employee relations, talent management, and organisational development. They must also be knowledgeable about the various roles HR can play in driving business outcomes.
• Data Handling: HRBPs must be able to interpret quantitative HR data and other metrics to inform decision-making. They use workforce data to forecast HR needs, track employee performance, and evaluate key performance indicators related to the effectiveness of HR initiatives.
• Change Management: HRBPs should be skilled in managing change, as strong change management abilities are essential for enabling employees to transition or adapt efficiently to new processes, structures, or business strategies.
• Communication and Interpersonal Skills: HRBPs should be able to articulate and convey complex ideas convincingly to senior leaders, managers, and employees. They should also possess the charisma needed to build relationships across different teams and functions.

HR Business Partner Tips

There are also a few key principles to bear in mind for anyone looking to become an HR Business Partner and advance their career in this field:

• Get Comfortable Spending Time Away from the HR Function: It’s important to stay engaged with business activities and demonstrate a genuine interest in your business partner’s day-to-day work without always resorting to HR solutions.
• Build Relationships: Put in the effort to get to know people and ask questions that challenge boundaries, helping you find unique solutions to emerging issues.
• Gain Broad HR Experience: Develop a wide range of experience early in your career across major HR practice areas, including recruitment, employee relations, and organisational development. This will help you remember what it’s like to do the work and, most importantly, give you a strong sense of how different HR practices affect the business.
• Improve Your Business Acumen: To be an effective HR Business Partner, it’s important to understand the industry you work in, including key business drivers and challenges. Develop your business acumen by learning about finance, operations, and business strategy.
• Obtain an Advanced HR Qualification: Consider pursuing the CIPD Level 7 Diploma in Human Resource Management (previously known as the Advanced Diploma). This is the most respected senior HR qualification in the UK and internationally, enhancing your knowledge in areas such as HR strategy, employee relations, and talent management.
• Prioritise Relationship-Building: Shift your focus outward towards building relationships. While problem-solving is important, recognising the organisation’s context is crucial. This means considering others’ interests and empathising with their perspectives.
• Stay Informed about New HR Practices and Employment Law: HR Business Partners need to keep abreast of HR research, best practices, and employment law to ensure that their HR strategies are innovative, relevant, and compliant.

By adopting these principles, you can effectively make your career as an HR Business Partner.

Requirements For HR Business Partner 

Usually, it helps to have a degree, HR experience, and senior HR qualifications to become an HR Business Partner. Employers typically look for professionals who have been involved in people management for several years and possess the strategic mindset, qualifications, and skills to advise senior leaders on best practices in human resource management. Entrance requirements to become an HR Business Partner are generally as follows:

• Relevant HR Knowledge: Some HR professionals need in-depth knowledge of talent management and organisational development. A CIPD Level 5 or Level 7 Diploma in HR Management is beneficial.
• Relevant HR Experience: It’s common for HR professionals to be asked for 5 to 10 years of relevant HR experience, such as HR Advisor, HR Manager, or Learning and Development Manager. This experience helps build the skills needed to be a true partner to business leaders and make strong business decisions.
• Commercial Acumen: HRBPs require deep expertise in the industry and an understanding of business operations. Experience in roles that provide exposure to business strategy or operations is valuable.

How to Become an HR Business Partner

Here’s a step-by-step guide to becoming an HR Business Partner in the UK:

1. Get an HR or Business Degree: Begin with an undergraduate degree in Human Resources, Business Administration, or another field you’re passionate about. The HR Management degree is also increasingly popular.
2. Build Broad HR Experience: Hold a series of HR positions, such as HR Advisor, HR Manager, or Learning and Development Specialist. Strong experience across various functional areas will help you transition to an HR Business Partner role.
3. Gain a CIPD Qualification: Earn one of the more advanced qualifications, such as the CIPD Level 7 Diploma in HR Management. Alternatively, you can gain HR experience in your current role, complete exam modules, or join a professional development forum to keep your skills current.
4. Increase Your Business Acumen: Understand how businesses operate, including the financial basics of money, cash flow, and the bottom line, as well as essential strategic issues. Ensure your HR practices are aligned with broader business goals.
5. Cultivate Relationships with Leaders: Build relationships with leaders in your organisation, particularly those at the senior management level. Earning their trust will be key to advancing into the HRBP role.

Get Qualified as an HR Business Partner

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Frequently Asked Questions

Why Should You Become an HR Business Partner?

In an HR Business Partner role, you will be involved in developing an organisation’s people strategy to ensure that activities and processes in the HR function directly support the business’s strategic objectives and drive business value. Working in a strategic capacity, you will partner with other senior business managers and executives in a highly consultative and analytical manner, becoming integral to business solutions and strategies at the highest level. If you excel at solving problems, think strategically, and devise and drive talent strategies, this role may be for you.

Is Being an HR Business Partner a Good Career Choice for You?

If you have solid foundational HR skills and enjoy working in a strategic role at a senior leadership level to effect organisational change, then the HR Business Partner role can be a great career choice. This position is suited for individuals who can think strategically and understand the bigger picture, combining their HR skills with the organisation’s business direction to improve performance.

HR Business Partner Salaries

An HR Business Partner’s salary in the UK largely depends on their level of experience, industry, and the size of their organisation. Generally, the starting salary for an early-career HRBP ranges from around £45,000 to £55,000, while an HR Business Partner with more than 10 years’ experience can earn up to £70,000 or more. This significantly depends on the individual’s expertise and the industry they are working in. Additionally, in large organisations with global corporate structures, such as finance or technology, the salaries of senior HRBPs can exceed £100,000.

Which Qualifications Can Help with a Career as an HR Business Partner?

A CIPD Level 7 Diploma in HR Management is highly regarded and will provide you with the latest strategic HR skills and knowledge needed to become an HR Business Partner. You might also consider pursuing a degree in Human Resources or Business Administration. If you wish to further your career and work with senior managers, you may need an MBA or other advanced business qualifications.

Do I Need Experience to Get Started as an HR Business Partner?

Yes, you’ll likely need a few years of experience first. Most HRBPs have worked in HR for at least five to ten years before stepping into the HRBP role. They may have spent time in positions such as HR Advisor, HR Manager, or Learning and Development Manager. This experience helps them understand ongoing HR deliverables and provides a broader perspective on HR strategy in relation to the overarching business strategy.

HR Business Partner Career Outlook

Many organisations recognise the importance of aligning HR with business strategy, so it comes as no surprise that the demand for HRBPs is rising. HRBPs play vital roles in enabling organisations to manage talent attraction and retention, employee engagement, and successfully navigate organisational change. It is an excellent career to pursue, offering opportunities to move into senior leadership roles as Head of HR, HR Director, or even as a Chief People Officer (CPO).

HR Business Partner Hierarchy and Progressing Within the Role

HR Business Partners often advance to more senior roles, from Senior HR Business Partner to HR Director or Head of HR, with a greater strategic impact on shaping an organisation’s people strategy. Others may transition into executive roles, such as Chief People Officer (CPO), overseeing the broader HR function of an organisation.

HR Business Partner Exit Options and Opportunities

From there, many HRBPs move on to become HR Directors, Chief HR Officers, or Talent Management Consultants. Alternatively, you might expand your expertise into related fields such as leadership development, organisational change, or general HR consultancy, working freelance, on an interim basis, or joining a leadership team in another organisation.