Part 2: Evolution of HR Partner Competency Model

31 Jan 2026, Singapore: Nothing remains permanent; the HR Partner Competency Model that we know is evolving. In my previous article, Part 1: HR Partner Competency Model, I shared a generic HR Partner (HRP) competency model. In this article, we will dive into two types of HRP and their different roles (e.g., focusing on strategic and operational )

Source: https://offices.austincc.edu/human-resources/hr-business-partners/

The Evolution of HR Partnering: From Traditional HR Partner to (i) HR Business Partner (aka HR Executive Partner), and (ii) HR Employee Partner (aka HR Employee Relations).

The traditional HR Partner (HRP) function has undergone significant transformations over the years. The conventional HRP role has given way to more strategic and operational partnering models, namely the HR Business Partner (HRBP) and HR Employee Partner (HREP). In this article, we'll explore the evolution of HR partnering and how organizations can transition into these roles.

The Traditional HRP Role

Historically, HRP roles were focused on partnering with business leaders and HR Centers of Excellence (CoEs). While these tasks are still essential, they don't drive business outcomes or support strategic decision-making.

The Rise of HR Business Partnering

The HRBP model emerged as a response to the need for more strategic HR support. HRBPs work closely with business leaders to drive business outcomes, improve organizational performance, and develop talent. They focus on:

• Strategic HR Partnering: Providing strategic HR advice to business leaders.
• Business Acumen: Understanding the business and its operations.
• Talent Management: Developing and implementing talent management strategies.
• Change Management: Supporting organizational change and transformation.

The Role of HR Employee Partner

The HREP role focuses on operational HR support, ensuring effective delivery of HR services and supporting employees and managers. HREPs:

• Provide HR Support: Deliver HR services, such as recruitment, benefits, and employee relations.
• Ensure Compliance: Manage compliance and risk management.
• Foster Employee and Functional Manager Engagement: Develop and implement employee engagement and retention strategies.

Transitioning to HRBP and HREP Roles

To transition into HRBP and HREP roles, organizations should:

• Develop Business Acumen: Provide training and development opportunities to build business acumen and strategic thinking skills
• Focus on Operational Excellence: Streamline HR processes and improve operational efficiency
• Build Partnerships: Foster strong relationships between HR and business leaders
• Develop Talent: Identify and develop talent within the HR function to fill HRBP and HREP roles

Benefits of the HRBP and HREP Model

The HRBP and HREP model offers numerous benefits, including:

• Improved Business Outcomes: HRBPs drive business outcomes through strategic HR initiatives
• Enhanced Employee Experience: HREPs ensure the effective delivery of HR services and support employees and managers
• Increased Efficiency: Streamlined HR processes and improved operational efficiency

Challenges between HRBP and HREP:

While the HRBP and HREP model offers numerous benefits, there are also challenges to consider:

1. Role Clarity: One of the primary challenges is ensuring clear role definitions and responsibilities between HRBPs and HREPs. Without clear boundaries, there can be confusion and overlap between the two roles.
2. Different Priorities: HRBPs focus on strategic initiatives, while HREPs focus on operational HR support. This can lead to different priorities and potential conflicts between the two roles.
3. Communication Breakdown: Effective communication between HRBPs and HREPs is crucial. However, communication breakdowns can occur if the two roles don't work together seamlessly.
4. Talent Management: Attracting and retaining top talent for both HRBP and HREP roles can be challenging, especially if the organization doesn't have a clear career path for HR professionals.
5. Measuring Success: Measuring the success of HRBPs and HREPs can be challenging, especially if the organization doesn't have clear metrics or benchmarks in place.

Overcoming Challenges:

To overcome these challenges, organizations can:

Establish Clear Roles and Responsibilities: Define clear roles and responsibilities for HRBPs and HREPs to avoid confusion and overlap.

1. Foster Collaboration: Encourage collaboration and communication between HRBPs and HREPs to ensure alignment and effective support.
2. Develop Talent: Develop talent within the HR function to fill HRBP and HREP roles, and provide opportunities for growth and development.
3. Establish Metrics: Establish clear metrics and benchmarks to measure the success of HRBPs and HREPs.
4. Provide Training and Support: Training and support for HRBPs and HREPs to ensure they have the skills and expertise to excel in their roles.

In conclusion, the evolution of HR partnering has led to the development of HRBP and HREP roles. By understanding the (i) challenges and (ii) differences between these roles and by taking steps to overcome them and transitioning into these roles, organizations can drive business outcomes, improve employee experience, and increase efficiency in enterprise people services.

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