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Human Resources (HR) Business Partner Job Description

How to Hire a Human Resources (HR) Business Partner

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Human Resources (HR) Business Partner Job Description

Our business is seeking a Human Resources (HR) Business Partner to help us aline our staffing strategies with our business goals and objectives. In this role, you will create a recruitment strategy, support employe development, plan HR initiatives, manage the onboarding process, analyse trends, and consult with the management team. The perfect candidate will possess a Human Resources degree, have proven HR work experience, and have a thorough knowledge of labour laws and regulations.

Human Resources (HR) Business Partner Duties and Responsibilities

  • Provide HR policy and labour guidance
  • Consult with management teams
  • Resolve employe and manager issues
  • Build team morale and raise employe retention
  • Identify coaching and training needs
  • Maintain accurate personnel records

Human Resources (HR) Business Partner Skills and Requirements

  • Human Resources degree
  • Previous HR experience
  • Expert labour law knowledge
  • Understanding of best practises and HR functions
  • Excellent people management skills
  • Computer and HR software proficiency

Personalising Your Human Resources (HR) Business Partner Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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