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HR BUSINESS PARTNER: Knowledge of business. Strategic and Analytical Thinking. Leading Change. Effective Communication. Credibility. Ethical Behavior. Results Oriented. Persuasive.
(Elizabeth Babafemi October 2015..)

The case for HR being a strategic partner is becoming stronger, as it rests on the reality that human capital and how it is organised are increasingly pivotal to organisational effectiveness. There is ample evidence that how human capital is recruited, developed, organised and managed has a direct and strong influence on organisational performance.

I believe HR should be involved in business strategy development. It is generally agreed that implementing business strategies requires analysing and developing human capital. This demands the expertise of HR professionals as they have expertise in talent development and organisational behavior.

Being strategic requires HR Professionals to have and develop a set of personal characteristics that drives them to look beyond their immediate role / objectives and seek to understand and apply their knowledge in a proactive manner for the good of the organisation.

Over the years, I have focused on strategic initiatives and worked on my business knowledge, financial skills, as well as my consulting skills. My ultimate goal is to support the organisation I work for through the management of human capital, which is the major subset of the broader organisation’s strategy. HR is about people, which is the core of an organisation and its strategic plan.

We should engage employees to drive business results and see our employees as investments rather than costs. We should develop talent pipeline based on what the business needs. Have training and development solutions that drive business results while developing careers. Cascade business goals down to the workforce and reward based on goal achievement.

I am available to work with business leaders, to explore, understand and plan what set of programmes and activities are needed to ensure the organisation’s people know what they need to do to achieve the business strategy. I will understand your business and play a key role in managing the process and help in implementing the crucial components. I will develop a strategic workforce plan that considers the business’s needs over the long-term – typically 2, 5 and 10 years. After this, I can take a leading role in devising recruiting, talent pipeline and training strategies to help meet the business’ long-term needs. My role will involve proactively engaging with senior business leaders by asking them critical questions and challenging them.

I see myself as a strategic business partner to organisations I work with. I have a genuine interest in what’s going on in the business, organisation, industry and wider business environment. I make it a habit and stay on top of current and emerging business trends, and try to assess what might block a company’s progress. I believe in flexible working practices and I have an ability to adapt and shift ideas if new information suggests this is needed. I look at opportunities that may prove valuable in the future, as well as potential threats that may be on the horizon. Challenges that come my way are viewed as opportunities, and I always work towards success. I welcome new ideas from line managers, employees, customers, suppliers, and business partners.

I constantly monitor the external and internal environments as these show factors that influence HR initiatives in organisations. It is important to understand the market and the implications of market activity on business and industry. I am able to talk the language of business, i.e. develop solutions that are relevant to helping the business understand its environment and deliver its outcomes.

Strategic HR management is the design and implementation of a set of internally consistent practices that ensure an organisation’s human capital contributes to the achievement of its business objectives. HR planning is also important from a budgetary point of view so that we can factor the costs of recruitment and training into your organisation’s operating budget. Strategic HR management can help organisations keep a competitive advantage and can play a significant role in business strategies such as: productivity, quality, and financial results. Improving Productivity as a business strategy really requires HR involvement, particularly in restructuring, redesigning of work, outsourcing analysis and others. HR’s involvement in Quality improvement is also necessary, recruiting, developing, improving, and retaining the right talent plays a major role in service quality and excellence. Financial Success:Businesses that involve HR in strategic decision making have over higher market value and reach greater financial success, effectiveness and efficiency and ensures higher return on investment (ROI), increased business profits.