HRBP
HR BUSINESS PARTNER
AJAKPOVI Odiri Endurance – ACIPM, MBA, PMP
The HRBP Role
Evolution of Strategic HRBP
Employee engagement
framework
My first Three (3) Months with
Omega
Driving a positive and Healthy
culture
My successful initiatives
OUTLINE
Dealing with High attrition rate
Key result areas and KPI’s for
HRBP’S
Service interface/
service delivery
Customers
Strategies, Policies
and programs
Self Service (Tier 0)
Portal/Knowledgebase
Interactive voice response
Vendors
THE HRBP ROLE
Centres of Excellence (COE)
Employees
Design programs
Develop and govern policies
Deliver specialty services to groups
Provide tier 3 support to solutions centre
Solutions Centre Tier 1 & 2
•
•
•
•
•
Line Manager
Answer basic questions
Perform transactions
Provide administrative support
Run and distribute reports
Analyse routine data
HR Business Partners
Advise and consult with Group leaders
and managers
Identify and address Group HR issues
Assist in the design and implementation
of COE programs
Liaise with COE’s
Key Attributes:
Leverage centralized
and decentralized
components.
Heighten focus on
customer.
Leverage technologies
Focuses on proactive
analysis and responses
Increases service
delivery
Evolution of Strategic HRBP – David
Ulrich
STRATEGIC HRBP
DOMAIN EXPERTS
CHANGE AGENT
EMPLOYEE
CHAMPION
ADMINISTRATIVE EXPERT
Documentation
Record Keeping
Advocacy
Conflict Management/
Resolution
Counselling
Ambassador for
organisational changes
Payroll
Talent Management
Talent Acquisition
Welfare
Compensation and
Benefits
HR Strategy
Data and Analytics
Stakeholder Management
EMPLOYEE
ENGAGEMENT
IMPORTANCE
OF ANFRAMEWORK
HRBP
Driving employee engagements
Effective talent
management
Effective Performance
management system
Maintain positive
relationship
between employer
and employees
Using data and analytics
to continuously help
management make
smart decisions
Key Engagement Levers by Gill Taylor
Involvement in decision making
Healthy and safe working environment
Great Leadership and management
Training and Development
Ensuring all roles count
5
EMPLOYEE TEAM ENGAGEMENT
Esteem
organization
Foster
Community
Serve
Customers
Connect
Authentic
Recognition
Engage
Craft
Strategy
Develop
Career
Leverage
Energies
Achieve
Results
Experience
Well being
MY FIRST THREE (3) MONTHS AS HRBP WITH OMEGA FOODS
0 – 14 Days
Orientation & Learn
Take all required
trainings and HR
orientation Procedure,
meet with Buddy and
team mates Study the
company vision,
mission and strategy.
Learn the company
culture and policies.
15 – 40 Days
Collaborate
Meet as many people as
possible. Get to
understand my expected
deliverables from the
General Manager, Set
re-occurring meetings
with key members of
supply chain and
manufacturing
departments to
understand operations
and how I will make
impact
41 – 60 Days
Initiative
Learn the market,
competitive landscape
and products. Review
existing HR processes,
understand (review)
existing team goals and
metrics. Create a frame
work for handling key
business challenges.
61 – 80 Days
Quick Wins
Review previous
employee surveys (If
any). Carry out
employee engagement
surveys and act on
feedbacks, identify key
arear or policies/
processes that needs
revamping.
81 – 90+ Days
Performance
Build on quick wins, come
up with strategic short,
medium and long term
goals. Create a system to
track performance and
foster employee
satisfaction
07
DRIVING A POSITIVE AND HEALTHY CULTURE
1.
Define
Workplace
sample
8.
Monitor
progress
2.
Administer
survey
7.
Implement
strategies
3.
Analyse
results
6.
Develop
strategies
5.
Develop
team
4.
Form project
team
MY SUCCESSFUL INITIATIVES TO SUPPORT STAFF
ENGAGEMENT
STAY INTERVIEWS
Recognize good
employee behavior
Coaching and
Mentoring
Employee incentive
programs
Employee Assistance
Program
(EAP)
Employees are encouraged to discuss their career development needs as well as any
blockers to their long-term success at the organization.
Thank you cards, Events, Gift Cards, Surprise Lunch and the Wow Wall
Employees are allowed to select their coaches and mentors for either personal or
professional development.
SHORT TERM INCENTIVES: Profit sharing, Tuition reimbursement, Retention Bonus
LONG TERM INCENTIVES: Cash base incentives upon achieving a predefined length of
service and paid family leave upon reaching a predefined length of service.
A work based intervention program that offers free and confidential assessments, shortterm counselling and referrals with the aim of resolving personal problems that may be
adversely impact negatively on performance
Carry out a survey to ascertain the levels of staff engagement
Engaged
Not Engaged
Set clear expectations and tap into their strengths
Actively Disengaged
DEALING WITH HIGH
ATTRITION RATE
Spend time discussing
roles, defining goals and Create a culture of awareness
adjusting
expectations. And
provide regular feedback Job satisfaction for
Keep compensation & Benefits current
employees is directly
correlated with how
useful and connected
they feel — and whether Carry out salary reviews
Offer Flexibility
they have the ability to to check we are paying
th
up to the 70 percentile
provide feedback that
will make a difference
Today’s employees crave
a flexible life/work
balance. That impacts
retention directly.
if you’re not offering
employees flexibility
around work hours and
locations, they might
easily leave you for
someone who will.
KEY RESULTS AREAS AND KPI’s FOR A HR BUSINESS PARTNER
Strategic
Partner
Partner with line managers and functional leadership in performance
management and other HR processes such as People review, succession
planning and management, IDP’s and PIP’s.
Change
Agent
Implement HR processes, policies, and standards in accordance with
legislative and cultural environment. Lead change management initiatives
and the mitigate risks involve.
Employee
Champion
implement talent identification, engagement, performance management,
capability development and retention strategies to meet the workforce
requirement of the business.
THANK YOU