The HR Director, as well as the HRBP, plays a key role in the strategic work of the company. The HRD focuses on building interactions within the HR department. He or she defines the input and output points of all HR processes in the company, manages other employees of the department and develops the strategy of the division.
The HR Director is responsible for developing the HR brand and positioning the company. The HR brand is closely linked to the corporate culture: if it is well built, more candidates will be interested in working for the company, and current employees will be more attracted.
Another important task of the HRD is to develop a system of career development and increase employee productivity. A team of training specialists helps him create internal and external training programs: master classes, trainings, online courses, etc.
HRBP helps HRD stay connected band database with other teams by ensuring that all decisions are aligned with the company's mission and strategic objectives.
The larger the company, the broader the HR team should be, and the HRD should be a strong strategist and communicative leader. In small firms, the HR Director can perform the functions of the HR manager, HRBP and HRPP.
HR People Partner
People Partner is a universal assistant for all employees, who not only introduces newcomers to the company and its accepted approaches to work, but also solves operational tasks: performance evaluation, training and the hiring process.
HR People Partner
He/she also acts as a mediator between the employee and the company and ensures that the balance in working relationships is maintained, helping to resolve conflicts, understand each other and find the causes of communication problems. The People Partner usually interacts only with middle managers and line workers.
One of the important functions of the HRPP is to maintain satisfaction and motivation in the team. To do this, he must find an individual approach to each employee, determine what motivates/demotivates him, and select tools to retain the team, including top managers.
People Partner plays different roles depending on the company structure:
HR People Partner → HR Business Partner. In this role, the People Partner is involved in onboarding new employees, creating training and development programs, participating in interviews with candidates, and developing reward systems.
HR People Partner → HRD. Working with the HR Director, the People Partner pays more attention to employee retention, holds regular meetings, helps solve problems and requests from colleagues, and helps determine the path for employee promotion.
In Ulrich's concept, the People Partner acts as an advocate for employees and works closely with teams to help them achieve the best business results.
The People Partner role typically arises in companies with more than 500 employees, but can also arise in smaller businesses where HR functions are not yet tasked with strategic tasks.
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