What is HRBP? The important role of HRBP for businesses

HRBP is an important human resources position that helps businesses build and maintain a high-quality human resources team. So what is HRBP ? What main tasks does this position need to perform? In the article below, let's join 1C Vietnam to learn specifically about HRBP as well as the role and responsibilities of this position in the business.

1. What is HRBP?

HRBP stands for Human Resource Business Partner, which means Human Resources - Business Partner. This is a senior position in the human resources department, responsible for optimizing human resource operations to support the organization's business goals.

HRBP originates from the concept of "business partner" in the field of business administration. This concept emphasizes the importance of coordination between departments within an enterprise to achieve common goals. In the field of human resources, HRBP is considered a bridge between the human resources department and other departments in the enterprise, to ensure that human resources activities are carried out effectively and support the business goals of the enterprise. Karma.

The human resources apparatus of a business usually includes the following core departments:

• Recruitment and training department: This department is responsible for recruiting new employees and training current employees.
• Salary and benefits department: This department is responsible for paying salaries and benefits to employees.
• Labor relations department: This department is responsible for resolving issues related to labor relations between businesses and employees.

2. Compare HRBP and traditional HR

Traditional HR and HRBP are two main human resources positions in businesses. However, each position has basic differences in main tasks and specific jobs.

Thus, while traditional HR often focuses on level 1 and 2 human resource activities, on the contrary, HRBP focuses on level 3 human resource activities - training, developing, and organizing human resources to meet strategic needs. business strategy..

3. HRBP models are commonly applied today

Many businesses today have begun to pay attention and build HRBP models to focus on training and developing professional and talented personnel to serve sustainable business goals. Some commonly applied HRBP models include:

• Functional model: In this model, HRBP is divided into human resources functions such as recruitment, training, salary and benefits, labor relations, organizational development, performance management, and safety. and occupational health. HRBP will be responsible for supporting business departments in activities related to their functions.
• Regional model: In this model, HRBP is divided by geographical area, for example the Northern, Central, and Southern regions. HRBP will be responsible for supporting sales departments in its region.
• Customer model: In this model, HRBP is divided according to specific customers such as internal customers and external customers. HRBP will be responsible for supporting business departments in attracting and retaining customers.

Choosing the appropriate HRBP model depends on factors such as size, business field and corporate culture.

4. Main tasks of an HRBP

For businesses with HRBP, the main work of this position often includes:

4.1. Promote company culture combined with recruitment branding

Promoting company culture combined with building recruitment brand is one of the important jobs of HRBP. The goal is to create a positive image of the company culture and employer brand in the eyes of candidates, while attracting and retaining talent.

For this job to be completed, HRBP needs to perform the following activities:

• Building corporate cultural identity: HRBP needs to clarify the core values, mission and vision of the business. These core values need to be clearly expressed in the business's activities and policies.
• Propagating company culture: HRBP needs to convey company culture to candidates and employees through internal and external communication channels. These communication activities need to be carried out creatively and effectively.
• Develop recruitment brand: HRBP needs to build an attractive recruitment brand, reflecting the culture and working environment of the business. The recruitment brand needs to be conveyed to candidates through each recruitment channel such as website, social networks, recruitment events,...

4.2. Connection between human resources department and other departments

HRBP is the bridge between the human resources department and other departments in the business. This work is intended to support HR decision-making and promote collaboration between HR and business functions.

HRBP needs to perform the following main activities:

• Regularly communicate with executive management on human resources issues.
• Interpret human resources policies and procedures to executive management.
• Advise executive management on human resources solutions.
• Support business departments in implementing human resources programs.

4.3. Evaluate & develop human resource capacity

HR competency assessment & development helps ensure that employees have the skills and knowledge needed to complete their jobs effectively. Below are some key activities HRBP needs to implement to evaluate and develop human resource capacity:

• Design and implement human resource assessment programs.
• Analyze results of human resource assessment to determine training and development needs for employees.
• Advise employees on career development roadmap.
• Support employees to participate in training and development courses.

4.4. Strategically control effective recruitment processes

This is work done to ensure that a business's recruitment process is effective and meets business goals.

For this job, HRBP needs to perform the following main activities:

• Determine the effectiveness criteria of the recruitment process such as recruitment time, recruitment costs, recruitment success rate, candidate satisfaction level,...
• Evaluate the effectiveness of the recruitment process based on defined performance criteria.
• Identify areas for improvement in the recruitment process based on assessment results.
• Implement improvement solutions to increase the efficiency of the recruitment process.

5. HRBP salary in Vietnam and abroad

In Vietnam, HRBP salary depends on many factors, including experience, capacity, education level, business size, field of operation,... According to the survey, the average salary of the position HRBP position in Vietnam ranges from 16 - 23 million VND/month. For HRBP positions with 5 years or more experience, the salary can be up to 40 - 50 million VND/month.

In foreign countries, HRBP salaries are significantly higher than in Vietnam. The average salary of HRBP positions in the US ranges from 81,812 - 101,676 USD/year (equivalent to 2 billion - 2.4 billion VND/year). For HRBP positions with 5 years or more experience, the salary can be up to 150,000 - 200,000 USD/year (equivalent to 3.6 billion - 4.8 billion VND/year).

6. Trends in transforming HR personnel requirements in the future

In recent years, the world is experiencing rapid and drastic changes, affecting every aspect of life, including the human resources sector. Here are some trends that will transform HR requirements in the future:

• Strengthen technical and data skills: In the future, HR professionals will need technical and data skills to be able to use technology to automate processes, analyze data, and make informed decisions. data-based decisions.
• Leadership skills and strategic thinking: HR professionals need leadership skills and strategic thinking to be able to lead and develop human resources and support businesses in achieving business goals.
• Communication and collaboration skills: HR professionals need communication and collaboration skills to be able to build effective relationships with other parts of the business and with external partners.
• Adaptability and innovation: HR needs to be adaptable and innovative to be able to respond to the rapidly changing world.

To respond to these transformation trends, businesses need to focus on developing the necessary skills and knowledge for employees. Businesses also need to develop policies and programs to train and develop human resources to meet future development goals.

In summary, the content of the above article has helped businesses answer questions about what HRBP is and the main tasks that need to be performed when assuming this position. This is the person responsible for building and implementing human resources strategies to support departments in achieving business goals. Don't forget to follow other useful articles on 1C Vietnam's website to update information on corporate governance.