HR Business Partner
Også kendt som: HRBP · Strategic HR Partner
Links the people agenda to the business goals of an organisational unit and advises management on headcount, talent and organisational development.
The hr business partner operates at tactical and strategic level alongside a director or unit manager and helps shape the unit. Unlike the hr adviser, the horizon is workforce planning, succession and change rather than live cases. Selection goes wrong when advisory style and rapport dominate, while the role requires rejecting a reorganisation proposal on solid grounds and arguing it with headcount and turnover data.
Kompetencer, der skal måles
Dette er adfærds- og kompetencekonstruktionerne i denne profil. Hver enkelt viser, hvilket spørgeskema i hrmforce der måler den.
| Kompetencer, der skal måles | Målniveau | hrmforce instrument | Evalueringsmetode | Adfærdsmæssigt anker på målniveau |
|---|---|---|---|---|
| organisational awareness Kompetence (50-rammeværk): Organizational Sensitivity | N5 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Sees through relations between organisational units and external parties and steers decision making by organising support at an early stage. |
| Listening and probing Kompetence (50-rammeværk): Listen | N5 | Big Fifty, 360 Feedback | 360-degree feedback | Picks up sensitive signals in conversations with directors and supervisors and uses them to adjust organisational policy in good time. |
| interpersonal sensitivity Kompetence (50-rammeværk): Sensitivity | N5 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Trains others in recognising social signals and uses that insight when designing sensitive change processes across the organisation. |
| integrity and dependability Kompetence (50-rammeværk): Integrity | N5 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly. |
| independence Kompetence (50-rammeværk): Independence | N4 | Big Fifty, 15PF | Personality questionnaire | Takes a decision that departs from the group line, explains the reasoning behind it and accepts the consequences. |
Kort profil
De ti vigtigste kompetencer i denne profil. Den fulde profil med alle kompetencer, adfærdsmæssige ankerpunkter og vurderingsmetoder findes i downloadfilen.
| T | Kompetence | Målniveau | Vægt | Knockout | Evalueringsmetode |
|---|---|---|---|---|---|
| V | Advisory skill | N5 | 5 | ja | Assessment centre |
| G | organisational awareness | N5 | 5 | nej | Situational Judgement Test |
| V | Recruiting and selecting | N5 | 5 | ja | Structured interview |
| K | HR policy and instruments | N5 | 5 | ja | Knowledge test |
| V | Workforce planning and strategic workforce planning | N4 | 5 | nej | Work sample test |
| G | Listening and probing | N5 | 4 | nej | 360-degree feedback |
| V | Reasoning and handling resistance | N5 | 4 | nej | Situational Judgement Test |
| G | interpersonal sensitivity | N5 | 4 | nej | Personality questionnaire |
| G | integrity and dependability | N5 | 4 | nej | Personality questionnaire |
| V | Strategic thinking | N5 | 4 | nej | Assessment centre |
Se alle 24 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
Knowledge test (client-specific)
Professional knowledge test, customized for each client
360 Feedback
Multiple assessments based on behavioral anchors
Work sample test
Representative work sample under standardized conditions
Big Fifty
Personality questionnaire, 150 items, 25 factors
Structured interview
Behavioral interview with a fixed structure
Development Review
Structured development interview
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Portfolio
Evaluation of prior work against fixed criteria
Conflict Styles
Preferred style in conflict situations
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
Sammenlignelige stillinger
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HR Manager24 kompetencer i profilen · senior
HR Officer24 kompetencer i profilen · junior
Chief Human Resources Officer25 kompetencer i profilen · lead
Recruiter24 kompetencer i profilen · medior
Corporate Recruiter25 kompetencer i profilen · medior
Staffing Consultant24 kompetencer i profilen · medior
Occupational Expert23 kompetencer i profilen · senior