HR Partner Competency Model

26 Jan 2026, Singapore: I am posting this for those who are new to HR Partner Competency Model. 

The HR Partner is an experienced HR leader who is positioned in the organization to support leaders where business strategy is set.

The HRP translates business strategy into HR strategy. The size, complexity, and presence of a transformative agenda in the Business will determine where we need an HR Partner, and scope/grade level of the role.

Business Leader

Possess a strong understanding of the business, including its products, financials, and operations. Understand both the current state of the business and its future challenges.

• Speak the language of business
• Awareness of industry trends
• Knowledge of products
• Understand current/future challenges 
• Understand business processes/operations
• Risk mitigation
• Organizational agility

Strategic Planner

Ability to translate business  opportunities into effective HR solutions. Anticipate future needs and proactively develop people strategies to address them. 

• Workforce planning
• Organizational Design
• Translate data into insights through storytelling
• Articulate the vision and roadmap
• Understand human capital implications of business strategy
• Consider both employee and business needs
• Proactive, not reactive

Trusted Advisor

Act as a credible and trusted advisor who can influence leaders. Ability to advise leaders as the HR and people expert within the business. 

• Establish credibility and trust
• Ability to push-back and influence leadership
• Challenge leaders to think differently than the past
• Advise both employees and leaders
• Employee conflicts/resolutions
• Labor & compliance laws (varies by location)
• Thoughtful communicator

Relationship Builder

Ability to develop and effectively leverage relationships across HR and within the business unit. Knowledge of how and when to draw upon resources from a diverse network.

• Establish and maintain relationships across all levels of the organization 
• Promote collaboration
• Work as one HR (CoEs, Shared Services)
• Know when to leverage network to solve problems
• Emotional intelligence
• Network in the industry and community

Talent Champion

Drive excellence throughout the organization by assessing and developing talent. Implement effective talent solutions to address business needs. Challenge leaders to think critically about talent.

• Talent & leadership development
• Talent acquisition
• Performance management
• Succession/promotion planning
• Facilitate enterprise talent movement

Culture & Change Ambassador

Embody, influence, and drive culture throughout the business. Effectively implement and manage change through an understanding of how change impacts both the business and employees. 

• Connect culture to business values and outcomes
• Understand cultural differences
• Understand the employee perspective on culture 
• Effectively manage change communication
• Understand how change impacts employees and the business
• Enable an environment of engagement
• Promote a culture that drives inclusion

Guiding Principles

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