Understanding HR Roles: How Do HR Business Partners Differ from HR Operations?

What are the key responsibilities of an HR business partner and how is this role distinct from the HR operations role?

An HR business partner typically focuses on aligning HR strategies with the organization's overall business objectives. This involves working closely with business leaders to understand their needs, develop HR solutions, and drive initiatives that support the company's goals. HR business partners often serve as strategic advisors, helping to shape organizational strategy through effective people management practices.

On the other hand, the HR operations role is more centered on the administrative and transactional aspects of HR. Professionals in HR operations are responsible for activities such as payroll, benefits administration, compliance, and HRIS management. They ensure that HR processes run smoothly, efficiently, and in compliance with legal requirements.

While both roles are essential in supporting the organization's HR function, the HR business partner role is more strategic and focused on driving organizational change and performance through effective people management practices.

Understanding HR Operations

The HR Operations are the deliverables that the HR function administers, representing the visible or felt part of an organization's day-to-day affairs. It encompasses what employees and outsiders see, feel, and perceive the HR function to be, such as recruitment, induction, transfer, manpower planning (MPP), training, human resource development (HRD), welfare administration, legal compliance, industrial relations (IR), disciplinary matters, superannuation, and post-retirement schemes.

The Role of HR Business Partnering

HR Business Partnering is a conceptual or analytical approach aimed at integrating the HR function as a partner in business. It focuses on how HR can be leveraged to better serve organizational goals. Historically, HR played a significant role in organizational development (OD) activities, contributing to growth and development. Today, as a business partner, HR sees itself as a key function contributing significantly to the organization's functioning, no longer confined to the sidelines as a mere staff function.

KKHR explained well the distinction between the two. Adding further, I may say that HR ops is process-oriented, dealing with various processes as explained by KKHR, and HRBP is project (development)-oriented, dealing with creative and value-adding activities like corporate culture, organizational design, managing performance, and talent, etc. For example, if HR ops is concerned with recruiting talent, HRBP is concerned with devising a strategy to manage this talent to harness its potential. Thus, HR ops is the front office, and HR BP is the back office working as a thinking center. While HRBP acts as an agent of change, HR ops translates that change into practice at the front office level. Trust these few additional inputs may help you grasp the difference.

Regards, B. Saikumar HR & Labour Relations Advisor Navi Mumbai