Business Partner

							Strategic Business Partner




      Maria Elena De Guevara
            AVP of HR
      San Jose State University
           January, 2010
What’s it all about?



     is an oxymoron! It is neither
  “HR
  human nor resourceful!”

        Customer Sentiment
The HR History

  1970-Compliance/Rules   and Policies
  1980-Organizational
   development/culture
  1990-Complex Compliance/HR
   Expertise
  2000-Human Capital
Traditional vs. Business Partner


  Provide services as     System-wide
   requested               orientation.
  Tell management        Share accountability
   what they can’t do     Integrated mgmt/hr
  Look to org to          plans
   define HR purpose      Strategic
  Transactional
                                 HR Plans (with
                                   minimal
                                  management
                Integrated          input)
              organizational
                 planning
Management
Plans (with
minimal HR
  input)

Separation         Integration       Isolation
Strategic Business Partner



  Formulation of HR strategies-linked to
   organization’s strategic goals and
   outcomes
Balanced Scorecard

            Customers



             Mission
             Vision     Business
  Finance
             Values     processes




            Employees
Business Partnering

  Focus:
   –   Business
   –   Customer
   –   Operation
   –   Resources, including human
HR Assessment: 1 to 5

  HR professionals have a strong
   understanding of the org business
  HR focuses on business results, not activities
  We have people, performance, information,
   and work processes that are tied to org
   direction
  We assess HR professionals against the
   competencies required to achieve org
   outcomes
Benefits, what benefits?
Making the Transformation

  Phase I: Build the Business Case
  Phase II: Start w/the End in Mind

  Phase III: Redesign HR

  Phase IV: Engage the Org
SBP Competencies

  Know   the Business
  Political Acumen

  Innovation and Risk

  Change Management Principles

  Trustworthiness
Applying BP

  Upgrading   all HR services in an aligned,
   integrated, and innovative ways that
   support the organizational direction
Random Acts of Improvement

                            Achievement of
                               HR plans
  = Programs & Activities
Alignment
                              Achievement of
                           Organizational GOALS
 = Programs & Activities
Tools for BP
When things go south…..

  Isit a Noun or Verb?
  Lack of skills (mgmt & hr)

  Lose contact

  Poor service delivery model

  Duplication at the business level
Summary

 Know  the business
 Get the skills

 Take Stock

 Just do it

 Have fun!