HRBP, human resources business partner, namely human resources business partner.
HRM, human resources manager, is the personnel manager.
Second, the environment is different.
Almost every company has human resource management, regardless of its scale, complexity or single business. However, the establishment of HRBP requires a certain scale, a very wide range of business coverage, and each business has its own characteristics, non-interference and strong independence. This is why we usually only see some large enterprises set up HRBP positions.
Third, the nature of posts is different.
HRBP is responsible for the company's business, while HRM is generally only responsible for one or several modules in human resource management. HRBP is a business support position, and HRM is a background support position.
Fourth, different job responsibilities.
HRM, different companies may set up human resources managers in different directions, including recruitment managers, training managers, performance managers and employee relations managers. Of course, different HRMs only need to be responsible for this module or several modules. For example, the recruitment manager is only responsible for the recruitment of the company, and his main duties are: combing and expanding recruitment channels, determining the recruitment needs of personnel, formulating and following up the annual recruitment plan, establishing human resources reserves, and managing subordinate team members.
HRBP, the nature of its post determines that its job responsibilities will involve a lot of content. After reading a lot of information, I personally think that Alibaba's summary is the most in place:
1. Partners on "people" issues: recruitment, training, performance management, cross-departmental coordination and communication, and assistance in solving business problems;
2. Human resource developers: the value-added of human resources;
3. The bridge between the company and employees: employee development consultant, the buffer zone for dealing with employee relations;
4. Advocates, implementers and interpreters of corporate culture: set an example, solidify the process, and strengthen assessment and training;
Fifth, the ability requirements are different.
HRM, you only need to master one or several of the six modules of human resource management.
HRBP needs to master all six modules of human resource management, be familiar with the company's business, and support the implementation of enterprise strategy through professional tools and technologies of human resources.
Sixth, the difference of reporting relationship.
HRM reports to HRD or company boss.
The reporting relationship of HRBP is related to its operation mode. Generally speaking, there are two modes of operation:
1. Business affiliation: it is under the jurisdiction of the business department, led by a straight line and led by the dotted line of the human resources department of the headquarters, and only provides professional guidance;
2. Resident representative type: the human resources department is stationed in each business unit, and the human resources department is led by the straight line and the business department is led by the dotted line, and only carries out daily administration;
Finally, the development direction is different
HRM can only be further promoted to HRD.
HRBP can be promoted to human resources director, or transferred to the business department as the head of the business department.