The demands of today's businesses are constantly evolving, therefore HR leaders in Indonesia must first understand that they have to be business partners who manage the organisation’s most valuable asset, human capital.
The traditional role of the HR manager has evolved into a strategic management function. We discuss what a HR business partner does and what it takes to become one in your organisation.
Who is a HR Business Partner
As business partners, HR leaders fully understand how HR strategies impact the business. This enables them to work more closely with the organisation in order to add value in key business decisions. These new and improved HR leaders are commercially aware and able to accurately anticipate, as well as tackle business challenges. They are also assertive enough to stand their ground and implement radical HR solutions when needed.
Talent development is a high priority on their agenda. The ability to attract and retain talent through innovative means has become paramount in recent years amidst the talent war in Indonesia. This challenge increases when the business is not well informed of the latest hiring trends or resistant to changes in it’s HR strategy. Hence, HR professionals have to play a conducive role in which they update and inform business leaders on key HR developments that can potentially impact its employees.
Key responsibilities
HR business partners act as a point of contact for both employees and managers in the organisation. They form a close liaison with the business leaders to deliver customised and forward-looking solutions, programs and policies to tackle issues faced by the company. HR business partners are also the drivers of performance improvement. They manage complex projects and act as key advisors to the leadership team to influence positive change in the business environment.
The importance of HR
In recent years, the HR role has become more strategic. Companies in Indonesia now prefer to consult HR business partners who are able to develop and implement their business effectively. The HR role now requires active involvement in all pre-planning work, which includes how initiatives are executed, the impact they will have on the business, the expected outcome and how those successes can be measured. Although the shift towards a more pivotal HR function requires significant buy-in from the business, it has received greater acceptance amongst employees and management. This has led to a healthy growth in HR business partner positions overtime.
How can you qualify
A strong candidate would posses good knowledge of multiple human resources disciplines, such as talent acquisition and development, employee retention, labour relations, organisational effectiveness, compensation practices, and diversity. To top off the list, business partner professionals have to establish effective and transparent communication with different stakeholders such as shareholders, senior management, middle managers and employees. These open channels will foster better cohesion and effectiveness between the HR function and the business.
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