Difference between HRBP, HRPP and HRD
Posted: Mon Jan 20, 2025 4:28 am
To ensure business development in any direction, it is necessary to work strategically and understand how this will help achieve the company's goals.
There are three roles in HR departments: HRBP, HRPP and HRD. How are they different? How do they interact with each other? Does your company need such specialists? We will discuss this further.
HR Business Partner
An HRBP is a business and strategy focused HR professional. They most often work for large corporations with over 1,000 employees. HRBPs act as consultants to businesses, collaborating with leaders and managers to find HR solutions that deliver the desired results for the company.
In addition, the HRBP is a band database partner with a broad range of skills for colleagues in the HR department. He initiates process changes and identifies areas that can impact performance improvement.
HR Business Partner
What does HRBP do?
HRBP is the closest to business among all HR specializations. He understands the company's strategy and knows the directions of its development. HRBP is fully involved in planning work with personnel, as he knows the key challenges and complexities of the enterprise. His task is to understand how much the HR strategy corresponds to the key areas of work with personnel to create conditions under which the business, using human resources, will achieve its goals.
This specialist does not directly manage employees and departments, but is engaged in many strategic tasks. He participates in the development of department goals, provides assistance in creating an effective organizational structure, building processes for developing specialists' skills, is involved in supporting the implementation of various changes, training the management team, and participates in the development of the HR brand.
HRBP initiates and guides various transformations aimed at improving the company's efficiency.
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"KPI for the commercial division: calculation methods and adaptation"
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How is it different from other HR roles and when is it needed?
The main difference between an HR manager and an HRBP is their focus. The former is focused on current operational activities, while a business partner is forward-looking. An HRBP is concerned with the benefits that business processes can bring to the company in the future.
According to Dave Ulrich's HR competency model, HR managers perform four functions: strategic partner, change agent, administrative expert, and employee advocate. HRBPs most often act as change agents and strategic partners. Although about 30% of their tasks overlap with the HR generalist's, the business partner spends more time on strategy and consulting than on administrative tasks.
If your company has many employees, and managers and HRDs manage many complex processes, then you need HRBPs. These specialists will become a link between operational managers and HR competence centers, coordinating work with personnel, monitoring the level of employee engagement and loyalty, and helping the company solve strategic tasks.
Download a free selection of tools for calculating KPIs and increasing marketing metrics
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you 6 of the most valuable documents that we have developed for our clients.
Download for free and implement today:
Step-by-step guide to creating marketing KPIs
Template for calculating KPIs for a marketer
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
How to make KPI for the sales department so that profits grow by 20% or more?
Step-by-step template for calculating KPIs for OP managers
Checklist of 12 main indicators for website promotion
Find out what metrics are needed to properly optimize your website
40 Services for Working with Blog Content
We have collected the best services for working with content
How to define your target audience with
There are three roles in HR departments: HRBP, HRPP and HRD. How are they different? How do they interact with each other? Does your company need such specialists? We will discuss this further.
HR Business Partner
An HRBP is a business and strategy focused HR professional. They most often work for large corporations with over 1,000 employees. HRBPs act as consultants to businesses, collaborating with leaders and managers to find HR solutions that deliver the desired results for the company.
In addition, the HRBP is a band database partner with a broad range of skills for colleagues in the HR department. He initiates process changes and identifies areas that can impact performance improvement.
HR Business Partner
What does HRBP do?
HRBP is the closest to business among all HR specializations. He understands the company's strategy and knows the directions of its development. HRBP is fully involved in planning work with personnel, as he knows the key challenges and complexities of the enterprise. His task is to understand how much the HR strategy corresponds to the key areas of work with personnel to create conditions under which the business, using human resources, will achieve its goals.
This specialist does not directly manage employees and departments, but is engaged in many strategic tasks. He participates in the development of department goals, provides assistance in creating an effective organizational structure, building processes for developing specialists' skills, is involved in supporting the implementation of various changes, training the management team, and participates in the development of the HR brand.
HRBP initiates and guides various transformations aimed at improving the company's efficiency.
Read also!
"KPI for the commercial division: calculation methods and adaptation"
Read more
How is it different from other HR roles and when is it needed?
The main difference between an HR manager and an HRBP is their focus. The former is focused on current operational activities, while a business partner is forward-looking. An HRBP is concerned with the benefits that business processes can bring to the company in the future.
According to Dave Ulrich's HR competency model, HR managers perform four functions: strategic partner, change agent, administrative expert, and employee advocate. HRBPs most often act as change agents and strategic partners. Although about 30% of their tasks overlap with the HR generalist's, the business partner spends more time on strategy and consulting than on administrative tasks.
If your company has many employees, and managers and HRDs manage many complex processes, then you need HRBPs. These specialists will become a link between operational managers and HR competence centers, coordinating work with personnel, monitoring the level of employee engagement and loyalty, and helping the company solve strategic tasks.
Download a free selection of tools for calculating KPIs and increasing marketing metrics
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you 6 of the most valuable documents that we have developed for our clients.
Download for free and implement today:
Step-by-step guide to creating marketing KPIs
Template for calculating KPIs for a marketer
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
How to make KPI for the sales department so that profits grow by 20% or more?
Step-by-step template for calculating KPIs for OP managers
Checklist of 12 main indicators for website promotion
Find out what metrics are needed to properly optimize your website
40 Services for Working with Blog Content
We have collected the best services for working with content
How to define your target audience with