Many organisations use the HR business partnering model to organise their HR function. As part of Ulrich’s three-legged model, HR business partners work closely with business leaders and line managers to build capabilities, undertake talent management planning, and help implement HR processes and systems to achieve shared organisational objectives.

This factsheet explores what HR business partnering is and how it works within both the organisation and as part of the HR function. It explores the roots of business partnering, the role of the business partner, and looks into the drivers for - and challenges to - the HR business partnering model. Finally, it offers guidance on implementing business partnering in an organisation and the capabilities required to ensure its success.

CIPD viewpoint

What is HR business partnering?

How widespread is HR business partnering?

The role of HR business partners

Implementing HR business partnering

References

Further reading

This factsheet was last updated by CIPD staff.

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