HR business partner

Why we need to stop calling it HR

In the last year we have realised the need for resilience alongside performance, so why is our perceived value still based on how hard we are working?

Hot topic: The politics of furlough, part two

Heralded as a safety net by many, the government’s Coronavirus Job Retention Scheme (CJRS) has supported the livelihoods of 9.6 million people and 1.2 million businesses to date.

HR people grooves: a special thank you

Every Thursday at 8pm during lockdown, the nation came together to clap for our glorious NHS and keyworkers on the frontline who are working around the clock to keep us safe, well and fed. In these...

Features

HR community helps set up fast-track careworker scheme in London

A new scheme has been set up with the help of the HR community in just two weeks to recruit, train and deploy care workers into London’s boroughs to help tackle the impacts of coronavirus.

Businesses need to stop ignoring HR business partners

HRBPs (HR business partners) feel ignored and ineffective, but they can change this by they understand commercial and operational issues to build credibility

HRD's pocket guide to... auditing

The HRD’s pocket guide series offers an explanation of areas outside day-to-day HR that business-savvy HRDs need to have a handle on

The HRBP's pivotal role in HR technology

Be an advocate for technology or get left behind

How to build a people analytics team

Getting the make-up of a people analytics team right is key to it solving business issues

Six ways to become a significant strategic partner

What must HR do differently to earn a place among the decision-makers?

Siemens: The power of partnering on sustainability

Partnership working at Siemens has enabled HR to engage employees with sustainability and the circular economy

Exploring the OD concept of 'use of self'

?The concept of use of self (UoS) has been core to the practice of organisational development since the beginning

How to make the CEO-HRD relationship rock solid

Rather than HR playing second fiddle to the CEO, there should be bonds of equality and trust