1. Positioning HR as a Business Partner

2. Agenda History of HR HR as a business Partner
Mindset of a Business Partner
Success and challenges of the model

3. Who is my Customer ?

4. Human Capital is considered to be one of the most critical things in an organization that is not replicable; systems are replicable.
Human Resource is the custodian of this critical resource.
Why then is HR not considered a critical team in the organization?
What opportunities does HR have to change this perception?

5. History of HR Administrative (Focus on managing people) Strategic
Transactional / Compliance
(Focus on service delivery and compliance to legal requirements)
Strategic
(Link between business needs and human capital decisions)

6. Factors affecting business and impacting HR
Shifting workforce demographics
Evolution of jobs – jobs requiring more interdisciplinary skills
Globalization
Digitalization

7. Mindset of a Business Partner
HR begins with the business. HR activities are tied to the business. Develop a deep understanding of organization.
Knowledge of external business issues/factors determines the relevance of internal operations
Clearly articulate how HR contributes to competitive advantage

9. HR success as a business partner
Business success is largely depended on getting the right people, doing the right job, with the right skills and at the right time.
Talent drives strategy
And that is what HR is all about!

10. HR success as a business partner
Change of HR language
Adopt technology
Embrace rapidly changing environment
Sharpen our business acumen

11. Challenges of the Business Partner Model
HR departments that are focusing mainly on administrative/transactional hr. activities
Lack of skills/knowledge that enables the department perform as a partner
Business cushioned from competition that do not see the need for change

13. End