The HR business partner would work closely with the senior leaders in order to develop an HR agenda that closely supports the overall aims of the organisation.
The incumbent should be totally people- focused and see the value in aligning agendas toward a common goal. The incumbent should be seen as an important partner in the process as a progressive way to connect the HR department to other functions
Develop strategies based on actual business needs which requires involvement of HR at a senior level and early stage in the business planning process. Planning the organisation's workforce strategy with potentially serious consequences on the achievability of the overall business strategy.
Contribute to issues of developing workforce capabilities looking to the future to ensure adding strategic value to the business. This includes things such as workforce planning, succession planning, workforce development, training needs assessment and skills gap analysis.
Bringing business understanding and experience that has credibility at a senior management level. Strong collaborative relationships need to be established with the senior management team and key line managers around the business
Consider ways to communicate in a more engaging way and consult more visibly with line management.