The HRBP’s Evolving Strategic Role

How to become a more effective partner to your line leaders

CHROs look to the HRBP role to drive organizational success

Organizations have invested in developing HRBP competencies, but individual attributes are only half the picture. Four organizational barriers inhibit the strategic effectiveness of even the most capable HRBPs: 

  • Application barrier: Unsure of applying competencies in day-to-day work
  • Partnership barrier: Asked to provide transactional support over strategic insight 
  • Functional barrier: Functional group tensions that inhibit collaboration with HR 
  • Enterprise barrier: Lack of coordination with partners outside of the organization
39% of HRBPs are able to prioritize strategic partner activities.

How we address top HRBP challenges

Organizations that build high-performing HRBPs improve employee performance by up to 22%, employee retention by up to 24%, revenue by up to 7%, and profit by up to 9%. Our insights, advice and tools can help you get there. 

Build high-performance HRBP competencies

Successfully fill the roles of strategic partner, employee mediator, emergency responder and operations manager. 

Execute strategic talent projects

During an average week, HRBPs spend almost 19 hours handling employee issues and over 16 hours on daily operations. This leaves only nine hours for strategic activities. We help you make the smartest talent-planning decisions possible.

Become a valued partner across the business

Our Talent Monitor reports, quarterly publications and executive-level benchmarks can prepare you to partner with your business leaders and shape the vision for talent at your organization. 

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Gartner is a trusted advisor and an objective resource for more than 15,000 enterprises in 100+ countries.

Learn more about how we can help you achieve your mission-critical priorities.