By 余姐
Total words: 1662; approx. 3 minutes read
BP this role， with the rise of various internet giants， has gradually become a hot position that we can frequently see and hear.
So， what exactly does BP refer to?
BP generally refers to the HRBP position， which is the abbreviation for Human Resource Business Partner. It is generally translated as Human Resource Business Partner， which is one of the three pillars of the human resource model， mainly responsible for approaching business departments and providing professional solutions for all aspects of talent selection， development， use， and retention.
Well， this is a somewhat academic explanation. Estimatedly many traditional HRs may feel a bit confused， let alone non-human resource professionals.
Let’s start with what everyone is familiar with and understands.
01
Division of labor and limitations of traditional 6 major human resource modules
For the vast majority of people， the human resource work we understand mainly includes:
HR responsible for recruitment， HR responsible for training， HR responsible for wages and welfare， HR responsible for helping us handle procedures such as social security housing funds， induction， and resignation， as well as those responsible for human resource department， etc.
In fact， this isthe division of labor since the birth of human resource management as a branch of discipline: recruitment and allocation， training and development， compensation and benefits， performance management， employee relations， and human resource planning.
In companies with relatively complete configuration of human resource functions， the traditional human resource departments are also divided in this way.
Butthere is a very obvious problem with such division of labor， which is making the human resource department a role to fulfill official duties.
Despite the fact that talent is the most important resource for a company and is the only secret recipe for a company’s sustainable development and maintaining its competitiveness.
If we want to manage such an important resource well，it is far from enough for human resource departments to routinely perform some simple tasks that are considered to be in the roles of logistic services and guarantee tasks， to meet the company’s requirements for and the goals of talent.
02
Exploration and implementation of human resource management three-pillar model
In face of the problems brought by the traditional division of labor of human resources， there have been relevant explorations in both theoretical circles and corporate practices.
Inspired by the TV series “Historical Sky”， Ali believed that a political commissar should be appointed for business departments just like during the Anti-Japanese War， to guide business departments to benchmark against the company’s strategic goals， adhere to the values and corporate culture advocated by the company， pay attention to talent selection， development， use， and maintenance， and care for every employee’s mental state， etc. while achieving their own business goals.
And this role should be played by HR.
In theoretical circles，management pioneer David Ulrich proposed the classic human resource three-pillar model: advocating that the architecture and division of labor of human resource could be transformed from the original traditional 6 modules to a model composed of 3 pillars including COE (Center of Expertise)， HRBP (Human Resource Business Partner)， and SSC (Shared Service Center).
In the new model， many transactional tasks， such as handling induction and resignation procedures and calculating wages， are undertaken by SSC (Shared Service Center); while the research on professional HR-related theoretical knowledge， HR tool skills and methods， as well as HR-related policies and large HR projects， is undertaken by COE (Center of Expertise).
However，closely cooperating with business departments， understanding the actual situations of business departments， and diagnosing their problems and needs in human resource management， posing solutions and organizing their implementation are the primary functions of HRBP (Human Resource Business Partner).
As can be seen， both theoretical circles and practitioners have placed the transformation of human resources on a closer connection with the business departments and being able to solve problems actually existing in the business using the knowledge， skills， and tools of human resource management. Consequently， HRBP (Human Resource Business Partner) has become the most sought-after position.
<img image_type=”1″ img_height=”798″ img_width=”1200″ mime_type=”image/jpeg” src=”https://p3-sign.toutiaoimg.com/pgc-image/44dbb8eca7f24abfbd0a21f9c5621419~noop.image
重大职业晋升或薪酬调整等事项须经直属领导、部门主管及负责部门的HRBP协商讨论方可批准。
在入职试用期、绩效考核等环节中，HRBP将参与面谈、评审，监督直属领导对员工的评价是否公正客观、实事求是。
若员工在职业发展或工作中遇到较大的困惑或困难，可与部门HRBP沟通，寻求建议。
日常琐碎事项，如加班费支付、报销核对等，建议向相关部门咨询，避免占用HRBP的时间，因HRBP通常拥有较高薪资，不应将其等同于传统意义上的文员助理。
我是有余姐，拥有10多年上市公司HR经验，致力于分享求职面试、职业发展实用秘诀。关注@游刃职场有余姐，与我携手成长，成为更有竞争力的职场达人。