hr-business-partner

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🇺🇸

Original

English

🇨🇳

Translation

Chinese

HR Business Partner

人力资源业务合作伙伴

Expert-level HR business partnership for organizational success.

面向组织成功的专业级人力资源业务合作伙伴服务。

Core Competencies

核心能力

Talent strategy
Organizational development
Employee relations
Performance management
Compensation and benefits
Workforce planning
Change management
People analytics

人才战略
组织发展
员工关系
绩效管理
薪酬福利
劳动力规划
变革管理
人员分析

Talent Strategy

人才战略

Workforce Planning

劳动力规划

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Workforce Plan: [Department/Function]

Current State

Headcount: [X]
Open roles: [X]
Attrition rate: [X]%
Engagement score: [X]

Headcount: [X]
Open roles: [X]
Attrition rate: [X]%
Engagement score: [X]

Future State (12 months)

Target headcount: [X]
Growth: [X]%
Skills gaps: [List]

Target headcount: [X]
Growth: [X]%
Skills gaps: [List]

Gap Analysis

Role	Current	Needed	Gap	Action
[Role]	X	Y	Z	Hire/Train

Role	Current	Needed	Gap	Action
[Role]	X	Y	Z	Hire/Train

Hiring Plan

Quarter	Roles	Headcount	Budget
Q1	[Roles]	X	$Y
Q2	[Roles]	X	$Y

Quarter	Roles	Headcount	Budget
Q1	[Roles]	X	$Y
Q2	[Roles]	X	$Y

Development Plan

Skill Gap	Training	Timeline	Employees
[Skill]	[Program]	[Dates]	[Names]

Skill Gap	Training	Timeline	Employees
[Skill]	[Program]	[Dates]	[Names]

Succession Plan

Critical Role	Incumbent	Ready Now	1-2 Years
[Role]	[Name]	[Name]	[Names]

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Critical Role	Incumbent	Ready Now	1-2 Years
[Role]	[Name]	[Name]	[Names]

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Hiring Process

招聘流程

1. REQUISITION
   ├── Manager submits req
   ├── HRBP reviews and approves
   └── Finance approves budget

2. SOURCING
   ├── Job posting created
   ├── Sourcing strategy determined
   └── Recruiting begins

3. SCREENING
   ├── Resume review
   ├── Phone screen
   └── Skills assessment

4. INTERVIEWING
   ├── Hiring manager interview
   ├── Team interviews
   ├── Cross-functional interviews
   └── Executive interview (if senior)

5. SELECTION
   ├── Debrief meeting
   ├── Reference checks
   └── Offer approval

6. OFFER
   ├── Offer letter created
   ├── Negotiation (if any)
   └── Offer accepted

7. ONBOARDING
   ├── Pre-boarding prep
   ├── Day 1 orientation
   └── 30-60-90 day plan

1. REQUISITION
   ├── Manager submits req
   ├── HRBP reviews and approves
   └── Finance approves budget

2. SOURCING
   ├── Job posting created
   ├── Sourcing strategy determined
   └── Recruiting begins

3. SCREENING
   ├── Resume review
   ├── Phone screen
   └── Skills assessment

4. INTERVIEWING
   ├── Hiring manager interview
   ├── Team interviews
   ├── Cross-functional interviews
   └── Executive interview (if senior)

5. SELECTION
   ├── Debrief meeting
   ├── Reference checks
   └── Offer approval

6. OFFER
   ├── Offer letter created
   ├── Negotiation (if any)
   └── Offer accepted

7. ONBOARDING
   ├── Pre-boarding prep
   ├── Day 1 orientation
   └── 30-60-90 day plan

Performance Management

绩效管理

Performance Cycle

绩效周期

Q1: Goal Setting
├── Company OKRs cascade
├── Individual goals set
└── Development goals set

Q2: Mid-Year Check-in
├── Progress review
├── Feedback exchange
└── Goal adjustment

Q3: Ongoing Feedback
├── 1:1 meetings
├── Real-time feedback
└── Development tracking

Q4: Year-End Review
├── Self-assessment
├── Manager assessment
├── Calibration
└── Compensation decisions

Q1: Goal Setting
├── Company OKRs cascade
├── Individual goals set
└── Development goals set

Q2: Mid-Year Check-in
├── Progress review
├── Feedback exchange
└── Goal adjustment

Q3: Ongoing Feedback
├── 1:1 meetings
├── Real-time feedback
└── Development tracking

Q4: Year-End Review
├── Self-assessment
├── Manager assessment
├── Calibration
└── Compensation decisions

Performance Review Template

绩效评估模板

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Performance Review: [Employee Name]

Review Period: [Dates]

Goal Achievement

Goal 1: [Goal]

Target: [What was expected]
Result: [What was achieved]
Rating: Exceeds / Meets / Below

Target: [What was expected]
Result: [What was achieved]
Rating: Exceeds / Meets / Below

Goal 2: [Goal]

...

Competency Assessment

Competency	Rating	Evidence
[Competency 1]	1-5	[Examples]
[Competency 2]	1-5	[Examples]

Competency	Rating	Evidence
[Competency 1]	1-5	[Examples]
[Competency 2]	1-5	[Examples]

Strengths

[Strength 1]
[Strength 2]

[Strength 1]
[Strength 2]

Development Areas

[Area 1]
[Area 2]

[Area 1]
[Area 2]

Overall Rating

[Rating with justification]

Development Plan

Goal	Action	Timeline	Support Needed
[Goal]	[Action]	[Date]	[Support]

Goal	Action	Timeline	Support Needed
[Goal]	[Action]	[Date]	[Support]

Career Discussion

[Career aspirations and path]

Manager Comments

[Overall assessment]

Employee Comments

[Employee response]

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[Employee response]

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Calibration Process

校准流程

1. PRE-CALIBRATION
   ├── Managers submit ratings
   ├── HR compiles data
   └── Identify outliers

2. CALIBRATION MEETING
   ├── Review rating distribution
   ├── Discuss outliers
   ├── Ensure consistency
   └── Document decisions

3. POST-CALIBRATION
   ├── Finalize ratings
   ├── Compensation recommendations
   └── Communication plan

1. PRE-CALIBRATION
   ├── Managers submit ratings
   ├── HR compiles data
   └── Identify outliers

2. CALIBRATION MEETING
   ├── Review rating distribution
   ├── Discuss outliers
   ├── Ensure consistency
   └── Document decisions

3. POST-CALIBRATION
   ├── Finalize ratings
   ├── Compensation recommendations
   └── Communication plan

Employee Relations

员工关系

Issue Resolution Framework

问题解决框架

1. LISTEN
   - Hear the concern fully
   - Take notes
   - Show empathy

2. INVESTIGATE
   - Gather facts
   - Interview relevant parties
   - Review documentation

3. ANALYZE
   - Identify root cause
   - Consider policy/legal implications
   - Evaluate options

4. RESOLVE
   - Determine appropriate action
   - Communicate decision
   - Implement resolution

5. FOLLOW UP
   - Check on outcome
   - Prevent recurrence
   - Document lessons

1. LISTEN
   - Hear the concern fully
   - Take notes
   - Show empathy

2. INVESTIGATE
   - Gather facts
   - Interview relevant parties
   - Review documentation

3. ANALYZE
   - Identify root cause
   - Consider policy/legal implications
   - Evaluate options

4. RESOLVE
   - Determine appropriate action
   - Communicate decision
   - Implement resolution

5. FOLLOW UP
   - Check on outcome
   - Prevent recurrence
   - Document lessons

Difficult Conversations

艰难对话

SITUATION: [Describe the situation]
BEHAVIOR: [Describe observed behavior]
IMPACT: [Explain the impact]
EXPECTATION: [State what needs to change]
RESULT: [Discuss consequences/support]

SITUATION: [Describe the situation]
BEHAVIOR: [Describe observed behavior]
IMPACT: [Explain the impact]
EXPECTATION: [State what needs to change]
RESULT: [Discuss consequences/support]

Documentation Template

文档模板

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Employee Relations Documentation

Case Information

Employee: [Name]
Manager: [Name]
HRBP: [Name]
Date Opened: [Date]
Date Closed: [Date]

Employee: [Name]
Manager: [Name]
HRBP: [Name]
Date Opened: [Date]
Date Closed: [Date]

Issue Summary

[Description of the issue]

Investigation

Facts Gathered

[Fact 1]
[Fact 2]

[Fact 1]
[Fact 2]

Interviews Conducted

Person	Date	Key Points
[Name]	[Date]	[Summary]

Person	Date	Key Points
[Name]	[Date]	[Summary]

Documents Reviewed

[Document 1]
[Document 2]

[Document 1]
[Document 2]

Analysis

[Analysis of the situation]

Resolution

[Action taken]

Follow-up

Date	Action	Outcome
[Date]	[Action]	[Outcome]

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Date	Action	Outcome
[Date]	[Action]	[Outcome]

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People Analytics

人员分析

Key Metrics

核心指标

Headcount:

Total headcount
Headcount by department
Contractor ratio

Attrition:

Voluntary turnover rate
Involuntary turnover rate
Regrettable turnover rate
Turnover by tenure

Hiring:

Time to fill
Cost per hire
Quality of hire
Offer acceptance rate

Engagement:

Employee NPS
Engagement score
Manager effectiveness
Intent to stay

Diversity:

Demographic representation
Promotion rates by group
Pay equity analysis

员工人数:

总员工数
各部门员工数
外包人员占比

人员流失:

自愿离职率
非自愿离职率
遗憾流失率
不同任职年限离职率

招聘:

岗位填补时长
人均招聘成本
招聘质量
录用接受率

敬业度:

员工净推荐值
敬业度得分
管理者效能
留任意愿

多元化:

人口结构代表性
不同群体晋升率
薪酬公平性分析

Dashboard Template

仪表盘模板

┌─────────────────────────────────────────────────────────────┐
│                 People Dashboard - [Period]                  │
├─────────────────────────────────────────────────────────────┤
│  Headcount        Attrition           Hiring                │
│  1,234            12.5%               45 open roles         │
│  +5% YoY          -2% vs LY           32 days TTF           │
├─────────────────────────────────────────────────────────────┤
│  Engagement       Diversity           Compensation          │
│  78 eNPS          42% women           98% compa-ratio      │
│  +5 pts           +3% YoY             $145K avg salary      │
├─────────────────────────────────────────────────────────────┤
│  Trends                                                      │
│  [Line chart: Headcount over time]                          │
│  [Bar chart: Turnover by department]                        │
└─────────────────────────────────────────────────────────────┘

┌─────────────────────────────────────────────────────────────┐
│                 People Dashboard - [Period]                  │
├─────────────────────────────────────────────────────────────┤
│  Headcount        Attrition           Hiring                │
│  1,234            12.5%               45 open roles         │
│  +5% YoY          -2% vs LY           32 days TTF           │
├─────────────────────────────────────────────────────────────┤
│  Engagement       Diversity           Compensation          │
│  78 eNPS          42% women           98% compa-ratio      │
│  +5 pts           +3% YoY             $145K avg salary      │
├─────────────────────────────────────────────────────────────┤
│  Trends                                                      │
│  [Line chart: Headcount over time]                          │
│  [Bar chart: Turnover by department]                        │
└─────────────────────────────────────────────────────────────┘

Compensation

薪酬

Compensation Philosophy

薪酬理念

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Compensation Philosophy

Market Positioning

Target: [50th/75th percentile]
Comparison group: [Peer companies]

Target: [50th/75th percentile]
Comparison group: [Peer companies]

Pay Components

Base salary: [X]%
Variable/Bonus: [X]%
Equity: [X]%

Base salary: [X]%
Variable/Bonus: [X]%
Equity: [X]%

Pay Decisions Based On

Role and level
Performance
Market data
Internal equity

Role and level
Performance
Market data
Internal equity

Review Frequency

Annual merit cycle
Promotion adjustments
Market adjustments as needed

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Annual merit cycle
Promotion adjustments
Market adjustments as needed

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Offer Approval Process

录用审批流程

1. Recruiter determines initial offer
2. Hiring manager reviews and approves
3. HRBP reviews for equity/budget
4. Finance approves (if above threshold)
5. Offer extended to candidate

1. Recruiter determines initial offer
2. Hiring manager reviews and approves
3. HRBP reviews for equity/budget
4. Finance approves (if above threshold)
5. Offer extended to candidate

Reference Materials

参考资料

```
references/talent_planning.md
```
- Workforce planning guide
```
references/performance.md
```
- Performance management
```
references/employee_relations.md
```
- ER best practices
```
references/compensation.md
```
- Comp philosophy and guidelines

```
references/talent_planning.md
```
- 劳动力规划指南
```
references/performance.md
```
- 绩效管理
```
references/employee_relations.md
```
- 员工关系最佳实践
```
references/compensation.md
```
- 薪酬理念与准则

Scripts

脚本

bash

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bash

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Workforce planning calculator

python scripts/workforce_plan.py --current headcount.csv --growth 0.2

Attrition analyzer

python scripts/attrition_analyzer.py --data terminations.csv

Compensation analyzer

python scripts/comp_analyzer.py --roles roles.csv --market market_data.csv

Engagement survey analyzer

python scripts/engagement_analyzer.py --survey survey_results.csv

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python scripts/engagement_analyzer.py --survey survey_results.csv

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