Years ago, when the HR Business Partner (HRBP) role first gained popularity, it was typically reserved for director-level HR professionals who collaborated with senior business leaders in strategic positions
Over time, the HRBP title has become more widespread, encompassing HR professionals with varying levels of experience, from five to over thirty years. When interviewing HR Business Partners, it is essential to ask questions that assess their commercial acumen and the level at which they operate within their business. Here are some key questions to help you understand their capabilities:
1. Can you give me an overview of your company?
Why ask this? This question helps gauge the candidate’s understanding of their organisation and their ability to succinctly communicate essential information. Look for responses that include:
Company headquarters location
Core business activities
Revenue figures
Headcount
What to listen for: Stronger candidates will provide this information in a narrative form, discussing competitors, unique selling points, and differentiating factors that set their company apart in the market.
What else to ask: Probe into how the company’s market position influences its HR strategies and practices.
2. When you came into the position, what were the challenges the business was facing, and what impact did that have on HR?
Why ask this? This question assesses the candidate’s commercial focus and their understanding of the business context. It also reveals whether the HR strategy was aligned with business objectives.
What to listen for: Effective candidates will simplify complex business challenges into understandable points and proactively provide examples of HR initiatives they implemented to address these challenges without needing further prompting.
What else to ask: Ask what impact those HR initiatives had on the business, what they learned, and what they would do differently next time.
3. What were your key achievements in your position?
Why ask this? Understanding the candidate's accomplishments helps gauge their effectiveness and impact in their previous roles. You can also assess how much they achieved in the years they have been in the role, helping you identify high-potential candidates.
What to listen for: Look for specific examples of successful projects, programs, or initiatives they led. Consider how these achievements align with the needs of your organisation.
What else to ask: Ask probing questions about who the key stakeholders were, what challenges came up during implementation, and how they overcame them.
4. What is the size and structure of the HR team, and where do you fit into that?
Why ask this? Understanding the organisational context of the HR team helps assess the candidate’s experience in different environments and their role within the team.
What to listen for: Candidates should clearly explain the structure of the HR team, their specific responsibilities, and how they collaborate with other team members to achieve HR and business objectives.
What else to ask: Ask more questions to assess the complexity of the environment, such as matrix reporting, geographical coverage (local, regional, or global). You also want to assess the maturity of the HR model and whether they have support from a Centre of Excellence (COE) or if they are leading on Talent Acquisition, Talent Management, and Reward in their HR Business Partner role.
5. Who are your key stakeholders and how did you get buy-in from them?
Why ask this? Stakeholder management is crucial for an HRBP. This question evaluates the candidate’s ability to identify key stakeholders and secure their support.
What to listen for: Candidates should discuss their approach to building relationships, influencing decision-makers, and ensuring alignment between HR and business goals.
What else to ask: Ask them who their boss's key stakeholders are. This will help you understand if they are supporting the same stakeholders and, if so, whether they have a seat at the table or provide a supporting role.
6. Can you provide an example of how you’ve driven organisational change?
Why ask this? Driving change is an essential part of an HRBP's role. This question assesses their change management skills and ability to lead transformation initiatives.
What to listen for? Candidates should share specific examples of change initiatives they led, including their approach, challenges faced, and the impact on the organisation. Look for evidence of strategic thinking and leadership.
What else to ask? Ask specific questions about the challenges your business has faced in implementing change to see if the candidate has overcome similar challenges.
Conclusion
Choosing the right HR Business Partner is vital for your organisation’s success. These questions will help you assess the candidate’s strategic alignment, problem-solving skills, and overall suitability for your company. Rather than focusing solely on industry-specific experience, prioritise candidates who have worked in a similar HR model and can provide specific examples and detailed responses that demonstrate their ability to overcome challenges similar to those your business is facing.
For more insights hiring advice, check out our articles on how to shortlist top HR talent for interview and 7 Steps to keep candidates engaged during the interview process. Remember, the right advice can be transformative, and Perennial HR is here to guide you every step of the way
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