2、人力资源业务合作伙伴（HRBP）：是人力资源内部与各业务经理沟通的

2. Human Resources Business Partners (HRBP): It is a bridge between human resources and various business managers. HRBP should not only be familiar with the various functional areas of HR, but also understand the business needs, which can help business units better maintain employee relations, deal with simpler HR issues that occur daily in each business unit, and assist business managers in better use of various manpower Resource management system and tools to manage employees. <br>At the same time, HRBP can also use its own HR professionalism to discover the various problems in the daily HRM of the business unit, so as to propose and sort out the discovered problems and deliver them to the human resources experts, and adopt professional and effective methods to better solve the problem or design. A more reasonable work process improves the operation process of the business unit where it is located. <br>HRBP's roles and responsibilities <br>Strategic partner: promote the implementation of strategy in terms of organization and talent strategy, core value inheritance. <br>Solution integrator: integrate the design of COE to form business-oriented solutions. <br>HR process executor: implement HR process and support personnel management Decision-making <br>Change agent: Acting as a catalyst for change. <br>Relationship manager: Effective management of the workforce relationship. <br>HR BP is often deployed close to the business, and through the "instructor assigned to the company", to ensure that managers receive effective support. The industry often configures BP according to the service rate of BP/full-time employees; different organizations have different levels of HR's support for the business and the complexity of the business, and the BP service rate varies.

2, Human Resources Business Partner (HRBP): is the human resources internal communication with the business managers of the bridge. HRBP should be familiar with the various functional areas of HR, but also understand the business needs, can help business units to better maintain employee relations, deal with the business units in the day-to-day emergence of simpler HR problems, to help business managers better use of a variety of human resources management systems and tools to manage employees.<br> At the same time, HRBP can also use its own HR expertise to identify problems in the business unit day-to-day HHRM, so as to propose and organize the problems found to be delivered to human resources experts, using professional and effective methods to better solve problems or design more reasonable workflow to improve the business unit's operational processes.<br> HRBP's roles and responsibilities<br> Strategic partners: Drive the implementation of the strategy in terms of organizational and talent strategy and the transmission of core values<br> Solution Integrator: Integrated COE design to form a business-oriented solution<br> HR Process Performers: Implement HR processes to support people in managing decisions<br> Change Agent: Act as a catalyst for change<br> Relationship Manager: Effective management of workforce relationships<br> HR BP is often configured close to the business to ensure effective support for managers through "coaching to the company". The industry tends to configure BP based on BP/full-time employee service rates;

2. Human resource business partner (hrbp): it is the communication bridge between hrbp and business managers. Hrbp should not only be familiar with various functional areas of HR, but also understand business requirements, which can help business units better maintain employee relations, deal with simple HR problems in each business unit, and help business managers better use various human resource management systems and tools to manage employees.<br>At the same time, hrbp can also use its own HR professional quality to find various problems existing in the daily HRM of business units, so as to put forward and sort out the problems found and deliver them to human resource experts, adopt professional and effective methods to better solve problems or design more reasonable workflow to improve the operation process of business units.<br>Roles and responsibilities of hrbp<br>Strategic partners: promote the implementation of the strategy in terms of organization and talent strategy and core values inheritance<br>Solution integrator: integrate the design of COE to form a business oriented solution<br>HR process executor: implement HR process and support personnel management decision<br>Change promoter: acting as a catalyst for change<br>Effective employee relationship management<br>HR BP is often configured close to the business, through "instructors assigned to the company", to ensure that the management personnel get effective support. The industry often configures BP according to the service rate of BP / full-time employees; different organizations have different HR support for business and complexity of business, and the service rate of BP is different.<br>