Are your HR business partners strategic enough to be effective?
According to Mercer’s latest global research, business leaders around the world is holding HR, particularly HR Business Partners (HRBP), accountable for driving strategic people agenda and providing advices on people issues that business leaders face.
Unfortunately, many organizations have reported that their HRBPs are only a change of title from HR Generalists, without changing the role itself. They remain highly involved in operational duties, lack capability in understanding the business to pinpoint human capital issues and hence, unable to formulate solid plans that will make a difference. As a result, HRBPs are often not viewed as a strategic partner to the business and at the same time, a drop in overall employee experience.
Mercer has accumulated years of experience working with HR organizations and believes that building a team of effective and strategic HRBPs is way more than just training on textbook theories – our holistic approach ensures individualized and practical development is delivered to HRBPs, to get the most out of their potential.
If you would like to have a conversation to understand what Mercer can offer, please contact us.
Bernice Yu: email@example.com, +852 34763734