![]() ![]() ![]() Never mind that recruiting HRBPs has become a nightmare at best because no two HRBPs have the same skill set or expertise. ![]() The COEs had their respective designations, conferences and other avenues to perfect their craft, but nothing for HRBPs.Īnd so, the unfortunate consequence of this became such that there was never a standard for HRBPs to work towards. The unfortunate reality is that while this model was widely popularized by Ulrich et al, there was never a training manual for HR Business Partners. Then HR departments started moving to the HR Business Partner/Centres of Excellence model, where a core group of HR Generalists would be the liaison between the business and the Centres of Excellence (previously known as Specialists). However, a vast majority of us were Generalists and we had at least basic knowledge of all functions across the HR spectrum. There were a few Specialists, mainly in compensation, learning and development, and benefits. I’m going to tell you what that is in this post.īefore the wide embrace of the HRBP/COE model in HR teams, most of us were HR Generalists. I’ve learned over the years that there is one thing every successful HR Business Partner does in their role. ![]()
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