Human resources business partner
HR business partners work alongside directorate leaders to make sure the organisation has the people, skills, structures, and culture it needs to deliver its services. They turn the people strategy into plans for each directorate, lead organisational change, and give senior advice on the most complex people issues. In a digital health care organisation much of this is about building and keeping digital, data, and technology capability.
- Family
- Human resources
- UK GDaD PCF role
- None: this reference defines the role
- ESCO occupations
- human resources manager (ISCO-08 1212); human resources officer (ISCO-08 2423)
- On GitHub
- Role document · Role data
Levels
| Band | Role level | UK GDaD PCF level | Civil Service grades | Job evaluation points |
|---|---|---|---|---|
| 7 | HR business partner | — | — | 473 |
| 8a | Senior HR business partner | — | — | 544 |
| 8b | Head of HR business partnering | — | — | 592 |
In a digital health care organisation
- Digital, data, and technology skills are scarce, so business partners lead workforce plans that combine recruitment, apprenticeships, reskilling, and retention, and use skills frameworks such as this reference for gap analysis.
- Many services run 24/7, so changes to rotas, on-call, and service models need careful consultation and attention to staff wellbeing and safe staffing.
- Digital roles are often new or fast-changing, so business partners make sure job descriptions are evaluated consistently and banded fairly against similar roles.
- Organisational change often involves clinical and care staff as well as digital teams, so business partners work with clinical leaders and staff representatives.
- People risks, such as reliance on contractors or a small number of experts, can become risks to patient-facing services.
ESCO occupations and skills
ESCO lists the skills and knowledge that employers usually need (essential) or may need (optional) for each occupation. Use them as a checklist for development conversations.
human resources manager
Human resources managers plan, design and implement processes related to the human capital of companies. They develop programs for recruiting, interviewing, and selecting employees based on a previous assessment of the profile and skills required in the company. Moreover, they manage compensation and development programs for the company's employees comprising trainings, skill assessment and yearly evaluations, promotion, expat programs, and general assurance of the well-being of the employees in the workplace.
Essential skills and knowledge (36)
Skills and competences
- advise on personnel management
- apply company policies
- build trust
- comply with legal regulations
- coordinate operational activities
- develop corporate training programmes
- develop employee retention programs
- develop staff
- develop training programmes
- ensure gender equality in the workplace
- evaluate training
- hire human resources
- identify necessary human resources
- identify with the company's goals
- manage budgets
- manage human resources
- manage payroll
- monitor company policy
- negotiate employment agreements
- negotiate with employment agencies
- organise staff assessment
- plan medium to long term objectives
- promote gender equality in business contexts
- recruit employees
- recruit personnel
- shape corporate culture
- support employability of people with disabilities
- track key performance indicators
Knowledge
Optional skills and knowledge (48)
Skills and competences
- adapt training to labour market
- administer appointments
- advise on conflict management
- advise on organisational culture
- advise on risk management
- advise on social security benefits
- apply conflict management
- apply technical communication skills
- coordinate educational programmes
- create a work atmosphere of continuous improvement
- develop professional network
- discharge employees
- ensure information transparency
- evaluate performance of organisational collaborators
- gather feedback from employees
- give constructive feedback
- identify policy breach
- interview people
- manage corporate training programmes
- manage government policy implementation
- manage pension funds
- manage stress in the work place
- manage sub-contract labour
- monitor legislation developments
- monitor organisation climate
- negotiate settlements
- provide advice on breaches of regulation
- set inclusion policies
- set organisational policies
- supervise staff
- teach corporate skills
- work with virtual learning environments
- write inspection reports
Knowledge
- advertising techniques
- company policies
- consultation
- corporate law
- corporate social responsibility
- government policy implementation
- government social security programmes
- leadership principles
- organisational policies
- organisational structure
- principles of insurance
- social security law
- training subject expertise
- types of insurance
- types of pensions
human resources officer
Human resources officers develop and implement strategies that help their employers select and retain appropriately qualified staff within that business sector. They recruit staff, prepare job advertisements, interview and short-list people, negotiate with employment agencies, and set up working conditions. Human resources officers also administer the payroll, review salaries and advise on remuneration benefits and employment law. They arrange for training opportunities to enhance employees' performance.
Essential skills and knowledge (21)
Skills and competences
- apply company policies
- assess character
- build trust
- develop professional network
- document interviews
- fix meetings
- hire human resources
- identify with the company's goals
- interview people
- listen actively
- manage payroll
- negotiate employment agreements
- observe confidentiality
- profile people
- recruit employees
- use communication techniques
- write work-related reports
Knowledge
Optional skills and knowledge (26)
Skills and competences
- administer appointments
- apply knowledge of human behaviour
- apply social media marketing
- assist employee health programmes
- coach employees
- communicate by telephone
- determine salaries
- develop employee retention programs
- ensure gender equality in the workplace
- evaluate training
- gather feedback from employees
- give advice on personal matters
- identify necessary human resources
- manage budgets
- mentor individual employees
- monitor company policy
- negotiate with employment agencies
- organise staff assessment
- promote human rights
- support employability of people with disabilities
- train employees
Knowledge
Contains ESCO v1.2.1 data (https://esco.ec.europa.eu/). © European Union. Reuse authorised under Commission Decision 2011/833/EU.