HR Business Partner - Hire or get hired
Your complete guide to the HR Business Partner Role: Duties, salary & hiring tips
Purpose of the HR Business Partner
The HR Business Partner supports business leaders in aligning workforce strategies with organisational goals, providing expert advice across performance, recruitment, and engagement.
HR Business Partner's duties and responsibilities
• Workforce Planning:
Collaborate with managers to plan and implement workforce needs.
• Employee Relations:
Coach leaders through performance, disciplinary, and grievance matters.
• Talent & Development:
Support succession planning, L&D, and leadership development.
• Change Management:
Assist with organisational changes and communication strategies.
• HR Strategy:
Drive HR initiatives and promote continuous improvement.
Collaborate with managers to plan and implement workforce needs.
• Employee Relations:
Coach leaders through performance, disciplinary, and grievance matters.
• Talent & Development:
Support succession planning, L&D, and leadership development.
• Change Management:
Assist with organisational changes and communication strategies.
• HR Strategy:
Drive HR initiatives and promote continuous improvement.
Requirements and qualifications for a HR Business Partner
• 5+ years’ experience in a HRBP or senior generalist role
• Strong advisory and coaching skills
• Excellent understanding of ER and HR compliance
• Strategic thinking and business partnering experience
• Proficiency in HRIS and workforce analytics
• Strong advisory and coaching skills
• Excellent understanding of ER and HR compliance
• Strategic thinking and business partnering experience
• Proficiency in HRIS and workforce analytics
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The legal sector continues to face hiring challenges, particularly for Senior Associates, with 39% of firms struggling to fill these roles, followed by Lawyers (25%) and Associates (21%). Legal support staff, including Legal Assistants and Secretaries, also remain in high demand. Recruitment agencies remain the most effective hiring channel, with 67% of firms using their services, while job boards (40%) and referrals (40%) serve as supporting channels.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
