Empower HRBPs to become Strategic Talent Leaders who guide the workforce implications of AI‑driven transformation
With only 51% of stakeholders viewing their HRBPs as strategic, the role is at a critical inflection point. This guide shows HRBP leaders how to evolve into "AI transformation consultants". Download the report to:
• Guide workforce redesign and human-machine collaboration.
• Execute a 3-phase roadmap to strip legacy work and expand scope.
• Prove strategic value with tangible success metrics
HRBPs will become the potential point of contact for most managers as AI augments their role. Prepare your HR function with the CHRO checklist to prepare for AI.
During an average week, HRBPs spend almost 19 hours handling employee issues and over 16 hours on daily operations. This leaves just nine hours for strategic activities. Learn how our Strategy on a Page can help you make the smartest talent planning decisions possible.
Gartner for HR Professionals helps HR teams become agile, strategic partners by building critical HRBP skills, strengthening strategic judgment, and driving CHRO priorities that deliver real business impact.
Thoughtfully curated, self-service tools that provide step-by-step guidance on execution across top HR initiatives, complete with downloadable templates, case studies and quick lessons - all within one, unified experience accessible to your whole team.
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Three critical trends are driving increased pressure on HRBPs: large-scale business transformation as the path to growth, AI deployment challenges and shifting labor market dynamics.
With a majority of CEOs prioritizing growth and planning new strategies, HRBPs are facing mounting pressure to address the workforce implications of transformation goals at the BU level. The promise of GenAI for productivity gains is met with barriers like skill gaps and change fatigue, and persistent labor shortages, mismatched skills and evolving employee expectations exacerbate workforce planning challenges.
HRBPs can improve strategic alignment by adopting roles that emphasize strategic thinking, data analysis and relationship management. This involves focusing on strategic priorities, engaging in strategic projects and managing employee relations effectively.
The HR operating model influences the role of HRBPs by defining the structure, processes and strategies that guide HR functions. A well-defined operating model enables HRBPs to align their roles with strategic business objectives, ensuring that HR initiatives are effectively integrated into the organization’s overall strategy.
Drive stronger performance on your mission-critical priorities.
