2024 is fast coming to an end. In today’s evolving business environment, the Human Resource Business Partner (HRBP) role demands a combination of advanced consulting skills and a solid grasp of business dynamics. As organisations face complex economic pressures, skill shortages, and shifts in employee expectations, HRBPs need to serve as strategic consultants and trusted advisors. This article explores how internal consulting skills and business acumen can make HRBP indispensable assets in 2025.
Internal Consulting Skills: Building Trust and Driving Results
HRBPs are expected to operate as internal consultants, leveraging deep organisational knowledge and acting as “inside outsiders” to guide change initiatives. According to a 2024 Harvard Business Review analysis, HR must proactively address workforce challenges as organisations focus on employee well-being and retention.
HRBPs must offer a structured consulting approach that enables genuine partnerships with leaders.
Pro Tip: Adopt a five-step consulting model—Entry, Alignment, Performance, Assessment, and Conclusion—to manage stakeholder expectations, align objectives, and achieve measurable outcomes. For instance, during the Alignment phase, it’s crucial to engage stakeholders to ensure everyone agrees on the project scope, roles, and expected results, reducing the risk of misaligned expectations and fostering buy-in early on.
Building Strong Relationships to Influence Change
Building rapport with leaders is foundational for HRBPs seeking to influence business decisions effectively. As highlighted by Gartner, leadership and manager development are top HR priorities in 2025, with managers increasingly looking to HR for guidance amid expanded responsibilities.
HRBPs who prioritise relationship-building foster trust and create channels for ongoing collaboration, positioning themselves as go-to advisors for problem-solving.
Action Step: Be proactive in developing relationships with senior leaders. Regularly communicate how HR initiatives can alleviate leadership challenges through workforce planning or improved employee engagement strategies. Approach each interaction with consultative questioning techniques to uncover the underlying issues, allowing you to recommend tailored solutions that resonate with each stakeholder.
Mastering Business Acumen for Strategic Impact
Today’s HRBPs need to be more than just HR experts; they must also understand the language of business. Business acumen enables HRBPs to present initiatives through a financial lens, framing HR proposals within the broader organisational context. In 2024, economic shifts and high inflation have intensified the need for financially informed HR decisions that balance cost-effectiveness with talent retention and engagement.
Key Skill: Familiarisation with financial metrics, including profit, cash flow, and ROI, to link HR initiatives directly to business outcomes. For example, understanding how staffing and retention affect operational costs can help you align talent strategies with financial objectives, building your credibility as a strategic partner.
HRBPs with strong business acumen can anticipate financial constraints and offer solutions that enhance profitability and workforce resilience.
Positioning HR Initiatives as Business Investments
To gain leadership buy-in, HRBPs need to articulate the business value of HR projects, particularly in areas like employee experience and career development, which Gartner cites as critical HR focus areas for 2025. HRBPs should frame HR initiatives as employee-centric efforts and investments with quantifiable returns, contributing to cost savings, risk reduction, or revenue growth.
Suggestion: Use an ROI framework to structure presentations detailing the initial investment, expected benefits, and anticipated return. For example, proposing an employee retention program can highlight potential cost savings from reduced recruitment expenses, lower onboarding costs, and faster time-to-productivity for retained employees. This approach strengthens HR’s strategic relevance, positioning it as a financial and operational success driver.
Final Thought
With advanced internal consulting skills and sharpened business acumen, HRBPs in 2025 can position themselves as key contributors to organisational resilience. HRBPs establish themselves as indispensable partners in navigating today’s challenges by aligning HR projects with business goals and communicating their value. In Part III, we’ll explore strategies for aligning HR projects with broader organisational goals and strengthening leadership capabilities for HRBPs.
Stay tuned for the next article as we uncover the skill sets and perspectives that empower HRBPs to shape their organisations’ futures.
Investing in Your Future as an HR Business Partner
Consider exploring our University Micro-credential HRBP Master Class – Integrating HRBP Skills with Organisational Strategy, as a launchpad for mastering HRBP Skills. This program equips you with the foundational knowledge and practical skills to support HR initiatives within your organisation. Contact us now and explore our University micro-credential master class as a pathway to the Executive Master in HRM and the SHRM Double Certificate to learn more and unlock your career growth opportunities with our affordable instalment fee plan and flexible schedule.
