Could anyone please share any objectives you have set for your HR Business Partners? I'm moving my HR Business Partnering team into a more strategic space.

To be more strategic means HRBPs must understand the business. They should have a plan on how to build their business acumen within the space they are supporting and then build relationships. It's not always easy to get a seat at the table. Adding relevant value out of the gate will help build trust and a desire to partner more. Agree that the talent should be assessed for the competencies required in a more strategic role.

having them focus on strategy and more high level thinking versus tactical. let our systems and admins deal with the more administrative work.

The only bit I'll add to what you've got already is that there is more to being strategic than getting 'strategic' objectives assigned. First, you should determine that you have the right people who can operate strategically. I believe people can grow to be more than they are but depending on where your people are relative to where you want to go, you may need some examples in your team of what operating strategically looks like which you can use as basis to upgrade others. In sum, what you're looking to do requires interrogating the performance system that drives HRBP impact -as with all systems, there are many parts you need to work on after diagnosing where you are relative to where you can reasonably go. I hope this offers some additional perspectives. 

HRBP objectives are thoughtfully aligned with our business goals and undergo annual revisions to ensure alignment with evolving business priorities. These objectives encompass five primary areas, each linked to a range of key performance indicators:

Health & Wellbeing
Talent Management & Development
Critical Talent Enablement
Succession Planning
Owning Performance

This strategic approach ensures that our HRBP initiatives remain dynamic and in sync with the ever-changing needs of our organization. Happy to discuss further.

Hi, I don't know your situation/context but what is key is to link the company/business/strategic objectives to HR. Avoid that your HRBP's have their own objectives that are not in sync with objectives of their leaders, at the same time, you do need to give them strategic HR objectives as part of where you see the HR organization progress too. So try to focus on linking their objectives to the business they directly support and to your HR strategy.