HRBP is the business partner of human resources, and it is the HR sent by the human resources department to the business department. HRBP and HR have similarities but different emphases, and their majors are common. The biggest feature of HRBP is that it understands the HR of the business, but this does not mean that it has a stronger advantage than the HR of the company's human resources department, because HR is now very clear, and it is necessary to understand the company's business to give full play to its professional advantages! HRBP provides human resources support and services from the perspective of key projects or key departments of the company, such as sales department and R&D department.

The reporting object is the project manager or the leaders of key departments, as well as the human resources manager.

Job content, biased towards recruiting and motivating employees to complete projects and departmental goals.

The main responsibilities of HRBP are:

1. Responsible for implementing the company's human resource management policies to all business departments.

2. Be responsible for the human resources management of the Division, such as attendance, recruitment, training, salary and social security, performance management, labor relations management, etc. And complete the docking of all the work of the human resources department. (See human resource management and control mode, business centralization and decentralization)

3. Responsible for providing human resource management services and professional support for business departments.

4. Be responsible for team building and corporate culture building of the Division, and maintain team cohesion and combat effectiveness.

HRBP is appointed by the human resources department and should obey and cooperate with the management of public institutions. HRBP requires high comprehensive ability, familiarity with the work of each module, and certain coordination and management ability.

In addition, HR often attends meetings of business departments to learn about their meetings, personnel and teams, and provide team leaders (and their immediate supervisors) with some human resources analysis data, improvement suggestions, work achievement reports, etc. Therefore, HRBP is deeply integrated with business departments and is very proficient in business models, business needs and personnel requirements. It is conceivable that a person who has done business has transformed into HR.