The role of a Human Resource Business Partner (HRBP) during the times of crisis magnifies leadership actions in order
to maintain the balance at the new workplace environment, build trust and as well courage to delve into the details with
leaders keeping all the stakeholders in mind.
For decades, HR experts have advocated work life integration, the Covid-19 has succinctly moved the entire global workforce
to remote working. When we move back to the "old normal", travel restrictions, re-integrating with co-workers and
flare-ups will be part of the Post Covid-19 package.
As the transactional activities are being redesigned by Artificial Intelligence (AI), the HRBP's role will be more
significant with deeper administrative responsibilities.
With advances in AI and ML, dramatic effects are seen in the roles and the work of HRBP - from enabling
services to operate at unknown levels to data management. Hence, the real measure of HRBP's success is in increased sales and margins, and reduced costs.
This also means that organizations will have to be extremely agile to maintain the business continuity and also remain sensitive to the
changing market dynamics. What we must also understand is that our understanding of "normal" workplaces will no longer be a reality.
HRBPs will need to
- Build and facilitate meaningful conversations among employees and leaders.
- Enable leaders with expert data to work through the VUCA world to create a plan for the foreseeable future.
- Understand financial and operational business measures.
- Focus on metrics that drive short and long term performance, for example, build data based on whether every employee can work from home.
- Strengthen the organizational culture amid virtual meetings.
- Create a bias-free work environment virtually.
- Ensuring the learning continuum in the organization.
The role of HRBP is one of great value to the organization, and ensuring alignment of HR initiatives with business initiatives
and desired outcomes, will result in successful business growth.