the hr function in 2021: models &...

The HR Function in 2021:

Models & Competencies

Chris Kelly and Katie Rapp

Methodology

57HR Leaders

44CAHRS

Partner

Companies

10Industries

45Minutes

What are the key future competencies for the HRBP role?

How should we develop them?

Presentation Overview

1. Future of Work Trends

2. HR Operating Models

3. HRBP RoleCurrent StateFuture CompetenciesCareer Development

Future of Work Trends

Future of Work Trends

Diverse Demographics

Technology & Flexible Work Practices

“Liquid” Workforce

Globalization

Future of Work Trends HR Operating Models Current State of HRBP Future State of HRBP HRBP Career Dev.

HR Operating Models

HR Operating Models

In Progress ImplementedNotable Nuances

• Plans to transition to 3

legged stool model

• Organized in 3 legged

stool model

• Market HR

• Talent Partners

• Treatment of Shared Services


HRBP Role

Interpretations

“It is called different

things depending on

who you are talking to.”


“An HRBP is an

overpaid HRG.”

“We are speaking in terms of Business

Partners, however, it is still evolving from

being day-to-day generalists.”

Interpretations


Definitions

Future of Work Trends HR Operating Models HRBP Role Current State Future Comp. Career Dev.Future of Work Trends HR Operating Models Current State of HRBP Future State of HRBP HRBP Career Dev.

HRBP HRGHRBP & HRG

Definitions – Responsibilities


HRBP

• Strategy development

• Consulting/diagnosing

human capital solutions for

business challenges• Organizational

effectiveness• Coaching/trusted advisor


HRG

• Employee relations

• Workforce planning

• Recruiting

• Staffing

• Investigations

• Cyclical activities (e.g.,

performance management)

Definitions – Responsibilities


HRBP

• Business acumen

• Financial acumen

• Strategic thinking

• Change management

• Consulting

• Coaching

• Courage

Definitions – Competencies

Future of Work Trends HR Operating Models HRBP Role Career Dev.Future of Work Trends HR Operating Models Current State of HRBP Future State of HRBP HRBP Career Dev.

HRG

• HR acumen

• Problem solving

• Communication

• Managing ambiguity

Definitions – Competencies

Definitions – Overlap


HRBP &

HRG

• Talent management and processes

• Relationship management

Profiles

Profile 1:

Pure HRBPProfile 2:

HRGProfile 3:

HRBP and HRG

35% 26% 40%

Future of Work Trends HR Operating Models HRBP Role Current State Future Comp. Career Dev.

• Aligned to senior leaders of

business units or corporate

functions

• Strategic responsibilities

• Enabled by COEs and

Shared Services

• Supporting business units

or corporate functions

• Generalist responsibilities

• HRBPs aligned to business

leaders & provide strategic

consulting for business

• HRGs supporting

employee population &

driving execution of

operational tasks


Future HRBP Competencies

Future Competencies


CORE

DIFFERENTIATOR

Business

Acumen

Data

Analytics

Talent

Translator

Business

ContributorTechnology

Champion

Internal

Boundary

Spanner

External

Stakeholder

Relationships


HRBP Career Development

Career Development Strategies


11%

34%

75%

Rotational Program

Training & Development

Developmental Experiences

Competency Models


Talent Management

Performance Management

Career Planning

Selection

Development 34%

16%

13%

9%

6%

31%have and use

competency

models

34%do not use

competency

models

Future HRBP Experience Map

Differentiator

CompetencyDifferentiator

Competency

Differentiator

Competency

Core

Competency

Core

CompetencyCore

Competency

Experience Experience Experience

Business COE Shared Services


EVALUATE


Future HRBP Experience Map

Business

Contributor

Internal

Boundary

Spanner

Technology

Champion

Business

Acumen

Talent

TranslatorData

Analytics

M&A Project Mgmt Virtual Team Mgmt

Cross Functional COE Shared Services


Core

Competencies

Differentiator

Competencies

Experiences

Thank You

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