Understand the HR of the project: hold the service project and applicable attitude towards the operation department, and have a deep understanding of the field, operation and specific work of the operation department, so as to ensure the integration and application of the existing policies. HR who is good at communication: can think from the perspective of operation, care about the actual requirements of employees and constantly improve the difficulties of employees. Consult authoritative experts: find problems according to the statistical data of business process departments, ensure prompt in advance and give technical professional advice on operation. Professional and technical personnel with certain innovation ability and comprehensive human resource management level should keep pace with business process departments, immediately formulate scientific and reasonable performance appraisal, learning and training programs, and undertake to implement the existing human resource policies of enterprises to operating enterprises. Undertake the human resources work of operating enterprises, such as attendance management, recruitment, study and training, salary, personal social security, performance appraisal management, labor relations management, etc. , and connect all the work of the personnel department.

(Actually, it depends on the enterprise's human resources model, centralization and decentralization of business processes), and undertakes to provide human resources service projects and technical expertise for operating enterprises. Undertake the construction of team culture in operating enterprises, innovate corporate culture, and maintain team cohesion and combat effectiveness. HRBP is appointed by the personnel department, and it should obey and cooperate in management. HRBP requires high comprehensive ability and has a certain level of harmonious management in understanding the work of each functional module. HRBP is the business process partner of human resource management, and the HR assigned by the personnel department to the business process department. HRBP is related to human resources, but the emphasis is different. Technical major related. The biggest feature of HRBP is to understand the HR of the project, but this does not mean that it has a stronger advantage than the HR of the enterprise personnel department. Because HR is very clear now, to play a professional advantage, we must understand the company's business!

HRBP not only understands the responsible industries of HR, but also grasps the business process requirements, which can not only help the business process module to maintain employee relationship management more effectively and solve simple HR problems in various project modules, but also help the marketing manager to manage employees more effectively by applying various human resources rules and regulations and special tools. At the same time, HRBP can also use its own HR professionalism to find many problems in the daily HRM of the business process module, and then clearly put forward and sort out the problems found, and deliver them to authoritative experts in human resource management, choose technical expertise and reasonable ways to solve difficulties or design more scientific and reasonable work content to improve the business process of its business process unit. HRBP should list several roles that are most important to the enterprise at present, and distinguish between major roles and minor roles. You can also define some new personas according to the actual situation of the enterprise.

HRBP is usually deployed near the business process, and according to the saying that "instructors are assigned to the army", it ensures that the management personnel are reasonably applicable. The industry is usually equipped with BP according to the service rate of BP/ full-time employees; Different organizations have different compatibility with projects and complexity of business processes, and the rates of BP service projects are also different. The three-legged entity model, trying to get rid of the technical management system and let HR jump out of the deep water well of technical specialty, is good at first. But is the precise positioning and division between the three pillars clear enough? According to corporate responsibilities, HRBP is specifically responsible for marketing promotion, grasping customer needs and asking questions to solve problems, while COE is responsible for product research and development, and handing over practical problem-solving methods to HRBP for implementation in various fields. SSC standardizes a part of daily systematization and carries IT out in IT steps.