Human Resources Business Partner Skills Interview
Author:
Fiona TsuiIn Fiona Tsui’s template, questions and answer tips are optimized for an HRBP whose main objective is to support senior leadership and other relevant internal stakeholders with their employees and employee policies to help the business succeed. The template focuses specifically on implementing HR policies, being tactful and impactful when collaborating with senior leadership, and optimizing business success by achieving HR objectives. It lso covers candidate's understanding of the role and motivation to pursue a career as an HRBP.
Focus area:
Question
1
What aspects of working as HR Business Partner excite you the most and why?
What does this question reveal?
Candidate displays passion and intrinsic work motivation aligned with your organization
Explore tips
- Defines impact in their role (e.g. contributing to business success, helping others)
- Notes difficult/intellectually stimulating work (e.g. solving complex problems)
- Discusses opportunities to mentor, coach and develop others
- Notes opportunities to learn, grow and develop through their daily tasks
- Discusses having impact by helping and contributing to the well-being of others
Question
2
What are the downsides of the HR Business Partner role that you're aware of? How do you anticipate overcoming them and coping with less engaging aspects of the work?
What does this question reveal?
Candidate has the ability to understand the role expectations and stay motivated to accomplish less engaging tasks
Explore tips
- Exhibits a comprehensive understanding of the role
- Is self-aware and acknowledges what they don't like about the role
- Shows they still fully invest their effort in less desirable tasks
- Shares tactics for staying motivated (e.g. reminder of extrinsic motivators)
- Values producing high-quality work for all tasks as it all affects the company
Question
3
Imagine a leader approaches you saying that you need to hit certain recruitment targets before the end of the year. They want to start outsourcing recruitment. You know that this will not immediately achieve these targets and might actually slow things down as you onboard them. Your talent employees will also be unhappy that their work is being outsourced. How would you respond?
What does this question reveal?
Candidate has the ability to navigate conflict with senior management while prioritizing relationships
Explore tips
- Explains the negative consequences of this (e.g. complaints/disengagement)
- Is tactful in their communication approach (e.g. acknowledges benefits of idea)
- Acknowledges that HR and senior leadership often have conflicting agendas
- Understands solutions must balance business and people priorities
- Emphasizes importance of relationships/communicating openly with senior leaders
Question
4
When have you had to give someone negative feedback or communicate negative information in the past? How did you communicate the feedback, and how did they respond?
What does this question reveal?
Candidate has the ability to be considerate when delivering negative information/feedback to others
Explore tips
- Explains and justifies their communication approach (e.g. soft vs assertive)
- Is direct with their message but tactful in delivering it
- Adapts communication style to person/situation (mood, severity of message)
- Explains the importance of providing honest feedback and communicating openly
- Is aware of how the person received feedback and supported them accordingly
Question
5
Can you tell me about a time where you disagreed with a request from someone senior to you but implemented it anyway. Why did you follow through with their request, and what impact did it have on you and your work?
What does this question reveal?
Candidate has the ability to prioritize relationships and concede when strategic/appropriate
Explore tips
- Discusses the request and explains why they follow through
- Notes that sometimes it’s necessary to concede to preserve a relationship
- Prioritizes relationships in their role as HRBP to engender trust
- Did not allow decision to affect them emotionally or professionally
Question
6
As a HR Business Partner you deal with many different types of personalities and individuals at different levels. How have you adapted your approach to someone in the past in a way that was difficult for you? What was the outcome?
What does this question reveal?
Candidate has the ability to adapt their approach, even when confronting difficult situations
Explore tips
- Explains the scenario and why the situation was difficult to adapt to
- Identifies and can clearly communicate the interpersonal differences
- Shares specific tactics for how they adapted their approach
- Considered importance of adapting for success of the relationship or business
- Acknowledges that adapting approach is integral to being successful in the role
Question
7
Tell me about a time where you've implemented an [insert program] across an organization. What steps did you take, and why was it successful?
What does this question reveal?
Candidate has the ability to successfully drive the implementation of a program
Explore tips
- Explains how they got buy-in from senior stakeholders (executives, CHRO, etc.,)
- Makes an organization-wide announcement about the program
- Explains the system for information/updates/communication about the program
- Exhibits project management skills (e.g. time management, delegates work)
- Defines and tracks program success metrics
Question
8
Imagine you propose a new program but are having difficulty with one manager who refuses to adopt it. He/she doesn't see its value and thinks it is too similar to one you already have. How would you manage that scenario?
What does this question reveal?
Candidate has the ability to influence others to align on specific goals/objectives/initiatives
Explore tips
- Asks questions to gain a deeper understanding of the person’s hesitation
- Explains why the initiative is important and meaningful to employees
- Explains how it ties to business objectives and will help the company succeed
- Solicits feedback on how they might change the program if they were in charge
- Explains they’ve garnered support from many others in the organization
Question
9
How might you work with others to ensure a program/project rollout was successful?
What does this question reveal?
Candidate has the ability to collaborate effectively with others during program implementation
Explore tips
- Solicit ideas for the program inception and rollout
- Communicates clearly and frequently with relevant stakeholders
- Asks for feedback during and schedules feedback checks after implementation
- Defines success metrics with relevant others
- Manages expectations with frequent communications and an open door policy
