What Does A Human Resources Business Partner Do?

WHAT DOES A HUMAN RESOURCES BUSINESS PARTNER DO?

Published: July 23, 2025 - The Human Resources Business Partner provides strategic People and Culture support, collaborating with cross-functional teams to guide M&A processes, onboarding, and integration. This role ensures compliance with HR policies and delivers consultation on employee relations, workforce planning, performance management, and organizational development. The partner also supports change management initiatives and facilitates talent acquisition, employee engagement, and various HR strategic projects.

A Review of Professional Skills and Functions for Human Resources Business Partner

1. Human Resources Business Partner Duties

Strategic Support: Serving as a trusted advisor and partner, proactively provides strategic HR support to leaders and employees within assigned business units to execute their business strategies.
Policy Compliance: Ensures that programs, policies, and procedures are in compliance with legal requirements and meet the Society’s strategic objectives related to human resources.
Organizational Impact: Works under general managerial direction on goals and objectives that have a significant impact on the organization.
Problem Solving: Develops systemic solutions for highly complex problems using analytical, interpretive, evaluative, and/or constructive thinking.
Policy Interpretation: Acts as an expert resource to employees and managers on the interpretation of policies and procedures related to program areas.
Talent Improvement: Uses insight into the business environment to improve talent and business outcomes.
Employee Development: Supports and guides employees and management in professional development, conflict management, and team building.
Relationship Building: Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Employee Relations: Facilitates employee relations instances to lead to positive outcomes.
Cycle Execution: Partners with client groups to execute cyclical processes such as compensation, performance management, workforce planning, succession management, and engagement survey analysis.
Change Advocacy: Acts as a change agent for key business changes and an advocate in HR communications.
Program Administration: Administers programs, researches and recommends improvements, and develops enhancements.
Org Design: Advises management on organizational restructures, including design and implementation plans.
Project Management: Leads or participates in internal HR and corporate projects.
Facilitation Services: Provides facilitation services for business units.
HR Reporting: Prepares and maintains monthly, quarterly, and annual reports on employment statistics and metrics.
Policy Review: Participates in the development and review of policies and procedures.
Trend Monitoring: Keeps current with HR trends, legislation, and regulations affecting programs.
Legal Compliance: Ensures compliance with legal provisions and reporting requirements.

2. Human Resources Business Partner Details

Talent Acquisition: Recruit for Corporate and DC openings.
Benefits Administration: Responsible for managing the VRSP program for all Michael Kors Canada and conducting monthly audits to ensure eligible employees are enrolled in the plan and processing changes and terminations adequately.
Job Description: Partner with the Human Resources Manager to create and maintain job descriptions.
Employee Onboarding: Orchestrate new hire orientation and onboarding for Corporate and DC employees.
Policy Guidance: Main point of contact for the assigned client group regarding HR policies and general HR inquiries.
Safety Coordination: Take part in the Health and Safety committee meetings to assist with initiatives and coordinate trainings for Corporate, DC and Retail employees.
Performance Review: Responsible for supporting the assigned client group with the Annual Performance Review process.
HR Support: Assist the Human Resources Manager throughout the process for the rest of the departments.
Content Translation: Assist the Global Communication team with the translation of internal communications.
HR Communication: Assist the Human Resources Manager in drafting various HR communications.
Training Delivery: Assist in the implementation and execution of training initiatives across the organization.
Project Support: Actively assist and participate in various HR special projects.

3. Human Resources Business Partner Responsibilities

Organizational Development: Partner with leadership on organizational and people-related issues, and develop programs focusing on retention, engagement, recognition, and talent management.
Performance Coaching: Coach managers on performance management, feedback, employee development, and career pathing.
Employee Relations: Be a trusted advisor in all areas of HR including employee relations, investigations, leaves of absence, and compensation.
Compensation Management: Lead the Customer Operations' compensation cycles and become an expert on compensation philosophy and practices.
Learning Development: Partner with the Learning and Development team to develop manager and team trainings focused on development, culture, and career progression.
Succession Planning: Partner with the Recruitment and FP&A team on strategic headcount planning and succession planning, identifying essential roles and opportunities to diversify teams through external recruiting and internal mobility.
Culture Innovation: Work with the HRBP team to accelerate a culture of innovation and development while providing employees and managers the tools they need to be successful.
Policy Implementation: Work closely with management in the implementation of corporate policies related to human resources, organizational, and employee development at the business unit or division level.
Issue Resolution: Consult with employees and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a systematic approach.
Program Participation: Participate in company-wide programs and initiatives.
Solution Development: Assist senior management in the development of solutions through organizational development and cultural and process-oriented perspectives.

4. Human Resources Business Partner Job Summary

Leadership Coaching: Provide expert advice and coaching to leaders and employees
Team Management: Equip people managers with tools and knowledge to effectively manage their teams in alignment with their people plans
Program Design: Design, research, develop and implement HR initiatives to support people strategies, using expert knowledge of the client area
Performance Delivery: Contribute to the delivery of the business area's Key Performance Indicators
Initiative Execution: Drive all HR initiatives within client groups including performance appraisals, merit increase process, promotion cycles, restructures, learning and development programs, change management initiatives, succession planning, etc.
Learning Identification: Identify individual and collective learning and development needs and provide feedback to the HR Learning and Development team for action
Project Suggestion: Suggest to the HR Learning and Development team projects and initiatives that may contribute to the achievement of training goals
Policy Consultation: Consult with internal clients to ensure their understanding of HR Compensation and Benefits policies, procedures, and decisions
Program Support: Support the HR Compensation and Benefits team in providing back-up information for organizational/staff changes, implementation of initiatives and ongoing compensation programs and processes
Role Development: Work with the Compensation team to provide the required background information for the development and levelling of job descriptions
Feedback Collection: Proactively gain client feedback to support HR specialty areas to improve service levels and alert HR management areas where an issue/project may impact other areas
Policy Review: Identify gaps in existing HR policies and contribute to the development of new HR policies and procedures
Policy Delivery: Deliver new/amended policies and procedures to the business area
Culture Embedding: Embed a performance management culture within the business area as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of customer service
Relations Management: Work in partnership with the business to manage employee relations issues, in conjunction with the specialized HR employee relations team
Capability Building: Work with client areas to build management responsibility and capability for managing ER issues and improve the effectiveness of employee consultations
Issue Resolution: Support the business area with disciplinary/grievances and other employee issues, where specific business area knowledge is required
Specialist Contact: Contact the HR Employee Specialist for guidance
Resource Planning: Identify short, medium, and long-term resourcing issues. Build and maintain the local talent acquisition plans. Challenge internal partners on new roles and replacement strategies
Process Participation: Participate in the interview process and work with people managers on the selection and offer process

5. Human Resources Business Partner Accountabilities

Policy Enforcement: Ensure that Company policies are administered fairly and consistently throughout the area of responsibility
Procedure Communication: Effectively communicate and execute necessary changes to policies and procedures
Conflict Resolution: Perform employee relations functions including support and counseling regarding personnel and job-related conflicts, problem solving and dispute resolution, managing employee performance issues, review and assessment of termination requests
Investigation Conducting: Conduct employee-related investigations
Safety Compliance: Handle workers' compensation, the first report of injury database and the safety regulations process
Leave Coordination: Coordinate the administration of all Leave of Absence programs and processes including the Transitional Work Program and the Accommodations Process
Benefits Communication: Conduct health and welfare benefits open enrollment meetings and employee meetings to update or roll out other benefit-related programs
Training Delivery: Conduct employee and supervisor training including benefits, policies and procedures and prevention of harassment and discrimination
Database Management: Ensure timely and accurate entries to the HRIS database
Payroll Processing: Ensure timely and accurate payroll entry for the designated client group
Audit Execution: Perform audit and compliance functions on items such as audit reports verification, commission reports and payroll information
Records Maintenance: Maintain employee records in compliance with state and federal requirements
Committee Participation: Participate in various HR committees established to resolve employment challenges
Compensation Support: Assist in the management and execution of bonus plans, merit processes, and routine/special request reports
Budget Planning: Assist in the annual budget planning process
Talent Acquisition: Recruit and staff from internal and external sources

6. Human Resources Business Partner Functions

Leadership Development: Facilitate, inspire, lead and work with the leadership team to develop, support and evaluate programs, processes and policies that ensure Behavior and Values are embraced and lived by all team members
Employee Engagement: Responsible for delivering facility communications that include formal meetings, informal small group meetings, focus groups, 1X1s, surveys, and related activities that drive engagement activities throughout the organization
Process Innovation: Innovate and integrate HR practices around critical business needs, minimizing disruption to the manufacturing environment
Policy Implementation: Ensure application of corporate and local human resource procedures, practices and initiatives
Talent Acquisition: Manage all recruitment of different types of positions within the organization locally, including creating job descriptions, sourcing, interviewing, onboarding, and employee retention
Case Management: Maintain the WISB program, ensuring that each case is properly documented and followed up at each stage promptly
Performance Monitoring: Support the BC employee evaluation program by issuing a list of monthly evaluations due by shift
Schedule Planning: Organize vacation coverage meetings and assist the department managers in developing shift schedules
Data Administration: Maintain employee data in the payroll, benefits and timekeeping systems, making changes to employee personnel accounts
System Training: Instruct employees and managers/supervisors on the proper use of the timekeeping system and maintain time clock(s)
Report Generation: Complete and maintain various HR, payroll and benefit reports and spreadsheets (e.g., employee list, emergency contacts, headcount, hours report, attendance, turnover, etc.) and participate in payroll and benefits audits

7. Human Resources Business Partner Job Description

Business Alignment: Understand and prioritise business needs, translate them into HR actions, and then deliver
Strategy Implementation: Implement Business/Corporate/Group HR strategy as applies to the Region/Globally
Policy Compliance: Ensure that all policies and rules are followed according to the Delegation of Authority
Manager Advisory: Advise, support and influence management on all HR-related issues, policies and processes
System Deployment: Deploy ALPS/HRIS, ensure data accuracy and sustainability, and develop and use metrics to measure HR performance, including introducing tools for new countries with support from P&T
Industrial Relations: Assure good Industrial Relations with unions and social partners in the country/scope
Operational Supervision: Supervise and lead local HR to deliver day-to-day operational support (People process, data accuracy, EHS policy)
Budget Planning: Facilitate the budget process for his/her scope and be accountable for his/her budget
Project Staffing: Ensure project staffing and site HR support are secured on time
Workforce Planning: Prepare manpower planning as a base for recruitment, create succession plans, and ensure anticipation and effective implementation
Candidate Sourcing: Build a solid base for sourcing of candidates, including internal talent, and maintain relations with recruitment agencies
Key Interviewing: Personally interview for key positions within area of responsibility, recommend hiring decisions, and determine salary and conditions
Employee Onboarding: Ensure the induction and probationary period processes are performed
Policy Development: Work closely with C&B and HRD to develop appropriate policies and align practices with market evolution
Salary Review: Assure timely implementation of annual salary review and STI/bonus payments
Incentive Tracking: Follow up on incentive schemes established by the Company
Job Grading: Maintain up-to-date job grading, and develop frameworks for new countries supported by C&B
Issue Escalation: Highlight any C&B issues to HRD and Management
Manager Coaching: Build managers’ ownership in people management, including senior-level coaching
Performance Management: Implement the Alstom performance management system
Talent Review: Prepare and manage the annual People Review, including development plans and ensure individual feedback
Development Planning: Define and implement development activities tailored to each individual
Training Design: Define and implement training programs, and measure their efficiency
Program Delivery: Be the trainer for key training programs, such as PMTD (Performance Management and Talent Development)
Collective Development: Implement a high-quality and cost-effective collective development plan for the community

8. Human Resources Business Partner Overview

Employee Engagement: Facilitating all facets of the employee life cycle, focusing on driving employee engagement and embedding inclusion and diversity practices into everyday decision-making
Program Support: Supporting cross-business cultural and L&D programs
Change Support: Actively supporting transformation initiatives and engaging with various stakeholders
Risk Identification: Identifying and understanding change issues, risks, and implications
Leadership Consulting: Providing value-added consultation and advice to leaders on a range of people issues and challenges
Data Reporting: Undertaking reporting as well as maintaining data accuracy across HR systems
Executive Assistance: Assist Head of Human Resources in the following areas: career planning, performance management, coaching, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development
Stakeholder Management: Build relationships with Shopee Express leaders to offer thoughts, coordinate and execute on people-related projects
Information Communication: Establish effective communication channels to ensure smooth information flow and promote corporate culture and employee engagement
Legal Compliance: Maintain in-depth knowledge of legal requirements related to daily operations and manage employees to reduce legal risks and ensure compliance
Process Alignment: Create and review Human Resources processes and align them with wider business processes within the appropriate legal framework
Project Collaboration: Collaborate with other Human Resources team members on broader Human Resources projects across the company

9. Human Resources Business Partner Details and Accountabilities

Solution Development: Developing practical solutions that are responsive to the needs, responsibilities, and objectives of assigned business areas
Practice Implementation: Facilitates the development and implementation of people management and development practices, and jointly shares responsibility for goals and deliverables with customers
Strategic Consulting: Serves as an expert consultant to leadership on human resources-related issues while also acting as an employee champion and change agent
Needs Communication: Communicates departmental needs to the Medicine human resources department including developing integrated people solutions and anticipating HR-related needs within the business unit
Service Delivery: Formulates partnerships to deliver value-added services to leadership and employees in congruence with the business objectives of Michigan Medicine
Business Literacy: Maintains an effective level of business literacy as it relates to the assigned business unit’s financial position, culture, engagement, business objectives, and goals
Metrics Understanding: Understands managers’ operational work plans, departmental operations performance, and relevant HR metrics
Team Collaboration: Collaborates with other Michigan Medicine HRBPs in the delivery of integrated, customer-focused solutions and HR services
Service Coordination: Work with a specific service area across organizational segments
Solution Integration: Work with other HR teams such as compensation and labor relations, to deliver strategic solutions to the customer base
Workforce Management: Work with service areas that cross organizational segments and encompass a mix of bargained and non-bargained-for employees

10. Human Resources Business Partner Tasks

Change Management: Acts as a change agent when managing organizational change, where it relates to core HR activities such as organizational design, change management, team member engagement, organizational restructuring, and transitions
Talent Acquisition: Consults with business leaders to promote the hiring, onboarding, and retention of a qualified and diverse workforce
Solution Collaboration: Collaborates with functional human resources teams within the HR COEs to provide HR solutions and outcomes
Performance Coaching: Provides coaching and guidance to managers and team members on all performance management and related issues
Talent Planning: Identifying key talent reviews, succession planning, and performance improvement
Learning Support: Understands the learning and development needs of their client groups and acts as a liaison with Conifer’s Learning and Development to provide appropriate development opportunities to team members and the organization
Culture Alignment: Collaborate with cross-functional partners to align culture and performance with total rewards and recognition strategies
Data Interpretation: Interpret data analytics to identify trends, interventions and solutions and the ability to present data and create solutions based on findings
Project Leadership: Leads and supports cross-functional projects
Program Rollout: Assist with the communication and rollout of updated or new people programs and policies

11. Human Resources Business Partner Roles

Employee Relations: Provides coaching and guidance to leadership and associates regarding employment issues, including but not limited to policy and procedure interpretation and application, performance management, corrective actions, internal investigations, and separations
Stakeholder Partnership: Partners with corporate HR centers of expertise to deliver solutions to internal customers
Survey Support: Supports the annual engagement survey process
Issue Monitoring: Oversees and maintains awareness of associate inquiries and issues to identify trends and recommend solutions to mitigate their impact and achieve optimal outcomes
Talent Planning: Understands and supports the talent review process to provide input in defining development plans for associates in the business area(s) supported
Talent Acquisition: Support efforts relating to talent acquisition, talent attraction, internal moves, talent retention and employee engagement
Workforce Analysis: Maintains an understanding of workforce data and trends, turnover, etc., to diagnose and provide recommendations for improvement
Project Execution: Participates in the planning and execution of projects for HR and/or cross-functional areas

12. Senior Human Resources Business Partner Additional Details

Advisory Support: Provide expert consulting and advisory support to managers on managing people and teams and creating a positive work environment
Strategic Consulting: As a member of the client’s management team, consult with leaders to understand and identify broad issues impacting workplace effectiveness
HR Strategy: Plan and develop HR strategies and solutions to meet the unique business requirements of the client area while maintaining consistency and alignment with overall Business Group and BC Hydro strategies and HR programs
Program Implementation: Implement and incorporate HR programs into the business such as employee engagement, career development, talent management, and succession planning
HR Leadership: Provide HR leadership in the development of business strategies and bring a human resources perspective to the client’s business activities and decision-making
Manager Coaching: Coach and influence all levels of managers on addressing a broad and diverse range of HR issues spanning unionized and exempt staff
Workforce Planning: Performance management, employee relations, workforce planning, organizational design and resourcing, employee and organizational development, talent management, succession planning, attraction and retention strategies, job evaluation
Change Management: Collaborate with senior leaders to drive change, including planning, implementing, and sustaining change within their client areas while ensuring alignment with other teams across the business group
Project Leadership: Lead or participate in the development, implementation and communication of company-wide HR projects, initiatives, and policies
Stakeholder Relations: Build and maintain strongly influential working relationships with client areas, including senior leadership, to enable effective service delivery with high trust, credibility and influence
Team Collaboration: Build and maintain effective partnerships with HR colleagues including subject matter experts
Labor Relations: Build and maintain good relationships with Union representatives and other external parties
Conflict Resolution: Facilitate teamwork and constructive working relationships within client areas, including use of conflict resolution techniques

13. Human Resources Business Partner Essential Functions

Solution Delivery: Delivers solutions in collaboration with business leaders (i.e., education around a critical topic, business process change) through multi-vehicle communication plans
Data Analysis: Prepares key business data analysis and makes recommendations to effectively communicate HR products, services and programs (benefits, compensation practices, orientation, and executive assimilation)
Goal Alignment: Ensures goals/objectives are set, communicated and are consistent with the business strategy
Performance Counseling: Partners with clients to ensure the performance management process and progressive counseling process proactively address performance issues
Program Evaluation: Ensures effective application of the annual performance management program through evaluation, analysis, and feedback
Reward Alignment: Ensures promotion and reward decisions are closely correlated with the operating performance of the business unit
Employee Relations: Manages employee relations issues to effective resolution, ensuring consistent application of the company’s vision, values and beliefs
Career Development: Ensures career planning and personal development plans are completed and that managers are equipped to deliver development discussions including proactive follow-up
Capability Planning: Identifies organizational capability, strengths and gaps with partners to develop and implement plans to close competency issues with defined action items (staffing changes, development plans)
Role Evaluation: Evaluates the effectiveness of career paths, job ladders and job/role descriptions to ensure validity and consistency of use among client groups
Philosophy Communication: Communicates the reward and retention philosophy of the organization and for the business units
Performance Correlation: Ensures promotion and reward decisions are closely correlated with the operating performance of the business unit
Program Feedback: Ensures effective application of the annual performance management program through evaluation, analysis, and feedback
Equity Analysis: Conducts equity and utilization analysis of merit pay and other reward programs
Compensation Resolution: Identifies compensation issues that are legitimately impacting their client groups and works with compensation and the manager to come to a resolution
Program Implementation: Works closely with management in the implementation of company-wide programs and initiatives such as organizational design and workforce planning
Process Ownership: Maintains ownership of HR business partner processes
SOP Development: Develops and maintains standard operating procedures (SOPs) with internal controls
Leadership Coaching: Assists management in providing effective leadership development through coaching
Policy Compliance: Ensures compliance with company policies and federal/state/local reporting requirements

14. Human Resources Business Partner Role Purpose

Culture Support: Provide People and Culture support as a strategic business partner, working with a network of practices
Team Collaboration: Collaborate with a cross-functional team to support the HR Merger and Acquisition (M&A) process
HR Consulting: Provide HR consulting through due diligence, onboarding, and integration for new practices joining the Corus family
Issue Coaching: Provide consultation and coaching on issues related to legal and procedural compliance, employee relations, workforce planning, recruitment and selection, talent and performance management, compensation, and organizational development
Policy Compliance: Maintain relevancy and compliance of people policies, toolkits, and other HR documentation
Change Management: Provide change management support and high-touch communications regarding new employee programs and changes to employee programs and benefits
Talent Onboarding: Partner with local practice management and recruitment function to support hiring and onboarding of top talent in clinics
Project Support: Support with ad hoc HR projects and strategic initiatives to enable performance and engagement

15. Senior Human Resources Business Partner General Responsibilities

HR Guidance: Provide consultation, expertise, and guidance to management and employees on a wide range of HR issues
Leadership Coaching: Act as a mentor and coach to help managers and leaders develop
Business Alignment: Help leaders understand the interplay between people, their human needs, and the direction of the business
Data Engagement: Use data to create evidence-based engagement interventions to maximize the employee experience
Conflict Resolution: Quickly resolve employee issues by providing conflict resolution guidance, conducting investigations, issuing performance improvement plans, etc.
Talent Acquisition: Assist Recruiting and management with identifying their talent needs, creating effective interview plans, and source for candidates and conducting interviews
Policy Oversight: Guide compensation, promotions, performance reviews, policy, and other HR areas
Process Improvement: Participate in the continuous improvement and development of best practices in human resources management
Report Optimization: Provide recommendations regarding the optimization of reports and processes
People Supervision: Onboard, coach and supervise People Leaders

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