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Job TypesHuman Resources Business Partner

Job Types

Human Resources Business Partner

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atlas
Job TypesHuman Resources Business Partner

Job Types

Human Resources Business Partner

Connected through 73 “delivered by” links and 22 “performs” links.

Type of

(1)

Human Resources Specialists

PendingSupervised bySupervisesUsesToolsRealized by

Structure

Requires knowledge

Knowledge12

The Business Unit's Commercial ContextOrganizational BehaviorCompensation StructuresChange Management PrinciplesTalent Management FrameworksPerformance-management frameworksOrganization DesignOrganizational Development TheoryEmployment LawChange Management

Requires ability

Ability9

Deductive ReasoningOral ExpressionSocial PerceptivenessOral expressionSocial perceptivenessJudgment and decision makingEmotional intelligenceInfluence without authoritySound judgment in ambiguity

Software

Software10

Microsoft TeamsMicrosoft ExcelMicrosoft PowerPointWorkdayCulture AmpMicrosoft OutlookHuman Resources Information SystemPeople analytics dashboardsPerformance management platformCollaboration and presentation tools

Delivered by

Processes73

Develop job descriptionRecruit, hire, train, and terminate departmental personnelManage employee relationsManage employee performanceParticipate in staffing decisionsManage leave of absence, sabbaticalCounsel employees in work-related activities, personal growth, or career developmentReview, appraise, and manage employee performancePerform organization redesign workshopsMeasure staff productivity

Requires skill

Skills14

Organization DesignInfluencing Without AuthorityExecutive CoachingEmployee Relations Case ManagementWorkforce PlanningManagement coachingOrganizational design facilitationEmployee relations case managementStakeholder consultingEmployee-relations case handling

Demand side

Demand-side pain

Problems5

comp-band exceptions and equity reviews defended without a clean data pulltranslating attrition and engagement-survey data into actions a business leader will fundreorg headcount planning reconciled against the HRIS org chartinvestigation documentation that holds up to legal scrutinyconsistency of manager guidance on PIPs and terminations across business units

Supply side

Performs

Tasks22

Handle complex and escalated employee-relations casesConduct workforce planning for the unitAdvise leadership on talent and structureDrive Engagement Survey Action PlanningBroker Specialist HR Services for the Business UnitCoach Managers on Leadership and Team IssuesFacilitate Performance and Talent Review CyclesAddress employee relations issues, such as harassment allegations, work complaints, or other employeInterpret HR Policy for Business-Unit SituationsFacilitate Organizational Change

Staffs

Departments2

Human ResourcesPeople and Culture

Engages in

Activities8

Advise Business Leaders on Talent and Organization DecisionsManage Complex Employee Relations CasesLead Organization Design and Restructuring SupportCoach managers on performance issuesGuide organizational design and restructuringAdvise leaders on people strategyCoach managers through performance and employee-relations issuesAdvise business leaders on people strategy and organization design

Type of

(1)

Human Resources Specialists

Related

Related (staff)1

Human Resources

Related (delivered by)73

Develop job description
Recruit, hire, train, and terminate departmental personnel
Manage employee relations
Manage employee performance
Participate in staffing decisions
Manage leave of absence, sabbatical
Counsel employees in work-related activities, personal growth, or career development
Review, appraise, and manage employee performance
Perform organization redesign workshops
Measure staff productivity
+63 more

Who staffs this1

People and Culture

Perform22

Handle complex and escalated employee-relations cases
Conduct workforce planning for the unit
Advise leadership on talent and structure
Broker Specialist HR Services for the Business Unit
Coach Managers on Leadership and Team Issues
Drive Engagement Survey Action Planning
Facilitate Performance and Talent Review Cycles

Required knowledge12

Compensation Structures
Change Management Principles
Organizational Behavior
The Business Unit's Commercial Context
Talent Management Frameworks
Performance-management frameworks
Organization Design
Organizational Development Theory

Uses software10

Microsoft Excel
Microsoft Teams
Workday
Culture Amp
Microsoft Outlook
Microsoft PowerPoint
Performance management platform
Collaboration and presentation tools
People analytics dashboards

Requires ability7

Oral Expression
Social Perceptiveness
Deductive Reasoning
Judgment and decision making
Influence without authority
Emotional intelligence
Sound judgment in ambiguity

Required skills12

Workforce Planning
Organization Design
Influencing Without Authority
Executive Coaching
Employee Relations Case Management
Management coaching
Organizational design facilitation
Stakeholder consulting
Change management facilitation

Engage in8

Advise Business Leaders on Talent and Organization Decisions
Lead Organization Design and Restructuring Support
Manage Complex Employee Relations Cases
Advise leaders on people strategy
Coach managers on performance issues
Guide organizational design and restructuring
Advise business leaders on people strategy and organization design

Type of1

Human Resources Specialists

Problems this exposes5

comp-band exceptions and equity reviews defended without a clean data pull
translating attrition and engagement-survey data into actions a business leader will fund
reorg headcount planning reconciled against the HRIS org chart
investigation documentation that holds up to legal scrutiny
consistency of manager guidance on PIPs and terminations across business units

Address employee relations issues, such as harassment allegations, work complaints, or other employe

Interpret HR Policy for Business-Unit Situations

Facilitate Organizational Change

+12 more

Change Management

+2 more

Human Resources Information System

Employee-relations case handling

+2 more

Coach managers through performance and employee-relations issues