Skills & Competencies for HR Business Partner I

HR Business Partner I job profile

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JOB SUMMARY for HR Business Partner I

Provides human resources consultation and support to a designated business unit.

JOB RESPONSIBILITIES for HR Business Partner I

Uses working knowledge of the business to provide HR workforce planning support and guidance to line managers. Analyzes trends and develops workforce plans to resolve issues and make a positive impact on business results. Utilizes knowledge of various human resources functions to provide tactical support to line managers. Acts as liaison with other HR functions.

HR Business Partner I SALARY RANGE

BASE 50%
$68,814
TOTAL 50%
$70,713
Job Level
P01
Job Code
HR09200396
Education/Degree
Bachelor's Degree
Reports To
Manager or Head of a Unit/Department

HR Business Partner I Skills and Competencies List

Proficiency Levels and Behavioural Indicators
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each HR Business Partner I skill and competencie below to view definitions.
JOB FAMILY COMPETENCIES CORE COMPETENCIES
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12 general skills or competencies (Job family competencies) for HR Business Partner I

1 Job Family Competencies – Business Strategy
Proficiency Level -2
Skill definition-Developing and implementing plans to assess the actions and goals of a business.
Level 1 Behaviors
(General Familiarity)
Cites examples and best practices of great business strategies.
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Level 2 Behaviors
(Light Experience)
Assists in improving programs based on our organization's business strategy.
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Level 3 Behaviors
(Moderate Experience)
Communicates with leadership to develop a business strategy for increasing volume and profitability.
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Level 4 Behaviors
(Extensive Experience)
Contributes to the business strategy to articulate the broad implications of business trends.
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Level 5 Behaviors
(Mastery)
Champions the adoption of the latest technologies to implement various business strategies.
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2 Job Family Competencies – Benefit Programs
Proficiency Level -2
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Compares the pros and cons of two benefits vendors.
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Level 2 Behaviors
(Light Experience)
Collects required information to support the analysis of benefits program objective.
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Level 3 Behaviors
(Moderate Experience)
Communicates benefits clearly to employees based on company policies.
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Level 4 Behaviors
(Extensive Experience)
Develops a periodic evaluation process to determine effectiveness of benefits program.
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Level 5 Behaviors
(Mastery)
Analyzes current benefits costs and creates a budget spreadsheet outlining annual benefits costs.
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3 HR Business Partner I - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - HR Business Partner I
Proficiency Level - 4
5 Competency for - HR Business Partner I
Proficiency Level - 5

6 soft skills or competencies (core competencies) for HR Business Partner I

1 Core Competencies – Resource Management
Proficiency Level -1
Skill definition-Planning, scheduling, coordinating and allocating people, money, and technology to achieve the greatest organizational value.
Level 1 Behaviors
(General Familiarity)
Describes the basic components and processes of resource management.
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Level 2 Behaviors
(Light Experience)
Assists in project and program management to coordinate resources activities and meet milestones.
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Level 3 Behaviors
(Moderate Experience)
Diagnoses and proposes solutions to management for any resource gaps.
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Level 4 Behaviors
(Extensive Experience)
Drives effective resource and capacity management across different teams to support project slotting and allocation of assignments.
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Level 5 Behaviors
(Mastery)
Creates and ensures up-to-date systems are in place to ensure efficient resource management.
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2 Core Competencies – Initiative
Proficiency Level -2
Skill definition-Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
Level 1 Behaviors
(General Familiarity)
Cites examples of initiative in own personal or professional life.
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Level 2 Behaviors
(Light Experience)
Assists others without being asked to achieve more than what is expected or required.
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Level 3 Behaviors
(Moderate Experience)
Implements workflow initiatives to improve efficiency and productivity.
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Level 4 Behaviors
(Extensive Experience)
Launches breakthrough products or ideas that positively impact our business.
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Level 5 Behaviors
(Mastery)
Constructs deliberate plans to go above and beyond the stated goals.
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3 HR Business Partner I - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - HR Business Partner I
Proficiency Level - 4
5 Competency for - HR Business Partner I
Proficiency Level - 5

Summary of HR Business Partner I skills and competencies

There are 0 hard skills for HR Business Partner I.
12 general skills for HR Business Partner I, Business Strategy, Benefit Programs, Compensation Management, etc.
6 soft skills for HR Business Partner I, Resource Management, Initiative, Consulting, etc.
While the list totals 18 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a HR Business Partner I, he or she needs to be proficient in Resource Management, be proficient in Initiative, and be proficient in Consulting.

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