03 Feb 2026, Singapore: With reference to my previous article Part 2: Evolution of HR Partner Competency Model and Part 1: HR Partner Competency Model, listed below are the potential job description for the respective HRBP, HREP, and COE.
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1) HRBP – Human Resources Business
Partner
Role Purpose
To partner business
leaders to drive workforce strategy, organizational effectiveness,
leadership capability, and culture, ensuring people strategies directly
enable business outcomes.
Key Responsibilities
A. Strategic Workforce
& Organization
- Partner business leaders on workforce
planning, capacity modeling, and future skills needs
- Lead organizational design, restructuring,
and change initiatives
- Translating business strategy into people
and talent priorities
B. Talent &
Leadership
- Lead succession planning and talent
reviews
- Coach leaders on performance, leadership
effectiveness, and employee engagement
- Partner on critical talent acquisition and
retention strategies
C. Performance &
Culture
- Drive performance management processes and
outcomes
- Support culture transformation and
engagement action plans
- Act as a change agent during mergers,
restructures, digital transformations
D. Governance &
Risk
- Ensure people practices align with
corporate policies and local regulations
- Escalate complex ER matters and risk
issues
Typical KPIs
- Business unit engagement scores
- Leadership bench strength & succession
coverage
- Voluntary attrition (critical talent)
- Workforce productivity metrics
- Talent pipeline health
HRBP Competency
Framework
Technical / Functional
- Strategic workforce planning
- Organization design & change
management
- Talent management & succession
- Business acumen & financial literacy
- Labor law & ER fundamentals
- HR analytics & data-driven
decision-making
Behavioral
- Strategic thinking
- Stakeholder influencing & consulting
skills
- Executive presence
- Change leadership
- Coaching and facilitation
Leadership (for Senior
HRBP)
- Enterprise mindset
- Courageous conversations
- Systems thinking
- Talent stewardship
- Ethical leadership
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2) HREP – Human Resources Employee
Partner / HR Advisor
Role Purpose
To provide front-line
HR advisory and operational support to employees and managers, ensuring
policies are applied consistently and employee issues are managed effectively.
Key Responsibilities
A. Employee Relations
& Case Management
- Handle grievances, disciplinary actions,
investigations
- Provide guidance on policy interpretation
and compliance
- Manage performance improvement plans
(PIPs) and termination processes
B. Employee Lifecycle
- Onboarding, transfers, promotions, exits
- Support managers on employee lifecycle
processes
- Coordinate with payroll, benefits, and HR
systems
C. HR Advisory
- First-line advisory for managers on people
issues
- Educate employees on policies and programs
- Support local engagement and well-being
initiatives
D. Compliance &
Documentation
- Maintain employee records and case
documentation
- Ensure adherence to labor laws and
corporate governance
Typical KPIs
- Case resolution cycle time
- Employee satisfaction with HR services
- Compliance audit results
- Policy adherence metrics
- Manager satisfaction scores
HREP Competency
Framework
Technical / Functional
- Employee relations & investigations
- Local labor law knowledge
- HR policies and procedures
- HR systems (Workday, SAP SuccessFactors,
Oracle)
- Documentation & case management
Behavioral
- Empathy and interpersonal skills
- Conflict management
- Attention to detail
- Professional judgment and confidentiality
- Service orientation
Professional Maturity
- Ethical decision-making
- Risk awareness
- Stakeholder management at
manager/supervisor level
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3) COE – HR Center of Excellence
Specialist
Role Purpose
To design
enterprise-wide HR frameworks, policies, tools, and programs and provide
deep expertise to HRBPs and HREPs.
Key Responsibilities
A. Framework &
Policy Design
- Develop global HR policies, frameworks,
and standards
- Design talent, rewards, learning, and OD
methodologies
- Ensure governance and global consistency
B. Program Development
- Design leadership development programs
- Build performance management systems
- Develop compensation structures and job
architecture
C. Advisory &
Governance
- Provide expert consultation to HRBPs and
HREPs
- Monitor compliance and effectiveness of HR
programs
- Conduct benchmarking and external market
analysis
D. Innovation &
Analytics
- Research emerging HR trends and best
practices
- Build people analytics frameworks and
dashboards
- Drive digital HR transformation and tools
Typical KPIs
- Adoption rate of HR frameworks
- Program effectiveness metrics
- External benchmark positioning
- Audit and governance outcomes
- Stakeholder satisfaction (HRBP feedback)
COE Competency
Framework
Technical / Functional
- Deep domain expertise (Talent, Rewards,
OD, Learning, ER, etc.)
- Policy design & governance
- Market benchmarking & analytics
- HR technology & digital tools
- Research and thought leadership
Behavioral
- Systems thinking
- Analytical and conceptual skills
- Consulting and influencing
- Stakeholder education & facilitation
Enterprise Leadership
- Global mindset
- Innovation and continuous improvement
- Governance and risk stewardship
- Thought leadership in HR domain
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Comparative Capability
Depth (Consulting View)
|
Capability |
HRBP |
HREP |
COE |
|
Business Strategy |
⭐⭐⭐⭐⭐ |
⭐ |
⭐⭐ |
|
Employee Relations |
⭐⭐ |
⭐⭐⭐⭐⭐ |
⭐⭐⭐ |
|
Policy Design |
⭐ |
⭐ |
⭐⭐⭐⭐⭐ |
|
Change Management |
⭐⭐⭐⭐ |
⭐⭐ |
⭐⭐⭐ |
|
Data & Analytics |
⭐⭐⭐ |
⭐⭐ |
⭐⭐⭐⭐ |
|
Stakeholder Influence |
⭐⭐⭐⭐⭐ |
⭐⭐⭐ |
⭐⭐⭐⭐ |
Career Progression Path (Typical MNC)
- HREP → HRBP → HR Director / CHRO or
- HREP → COE Specialist → COE Lead / Global HR Expert
Executive Governance Principle Many companies codify this competency separation:
- HRBP = Strategic Consultant
- HREP = Employee Advocate & Operational Advisor
- COE = Architect & Policy Authority
+++The End+++
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