10 HR Communications Business Partner Interview Questions and Answers for hr business partners

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1. What inspired you to specialize in HR Communications Business Partnering?

My passion for HR Communications Business Partnering stemmed from my previous role as a Human Resources Generalist. During my time, I noticed that effective communication plays a critical role in achieving the HR department's objectives. I recognized that there was a disconnect between the HR department and employees and this fueled me to specialize in HR Communications Business Partnering.

I found that by improving communication, employee satisfaction rates increased which in turn had a positive effect on productivity levels. As a result, I implemented a new communication strategy that helped employees understand and appreciate the HR department's initiatives. The result was a 15% increase in employee satisfaction within a year.

My success inspired me to further develop my skills in HR Communications Business Partnering to continue to make a positive impact on employees' lives while achieving the company's objectives. I believe that by cultivating an environment where employees feel heard and understood, the company's bottom line can only benefit.

2. What kind of challenges have you faced in your previous HR Communications Business Partner roles?

Throughout my career as an HR Communications Business Partner, I've faced a number of challenges that I had to overcome. One of the biggest challenges was restructuring the communication strategy for a large multinational corporation. This included creating a comprehensive communication plan, working with multiple stakeholders across various departments, and implementing new communication channels to improve collaboration and transparency.

Another challenge was optimizing our HR practices to align with the overall business objectives. I worked closely with our HR team to identify areas for improvement, including employee retention, development and training initiatives, and performance management. Through data analysis, we were able to develop new processes and programs that resulted in a 15% increase in employee satisfaction and a 10% increase in employee retention.

Additionally, a major challenge I faced was managing communication during a company merger. I worked with executives and the communication team to ensure that all employees were well-informed about the merger and what it meant for the future of the company. We held town halls, sent regular updates, and set up regular Q&A sessions to address any concerns. As a result, 90% of employees felt well-informed and supported during the merger process, which helped to minimize any negative impact on employee morale and retention.

  1. Restructuring communication strategy for a multinational corporation
  2. Optimizing HR practices to align with business objectives resulting in a 15% increase in employee satisfaction and a 10% increase in employee retention
  3. Managing communication during a company merger resulting in 90% of employees feeling well-informed and supported

3. Can you give an example of how you have successfully resolved a conflict between HR and another department?

During my previous employment at XYZ company, I was working as an HR Communications Business Partner and we had a conflict with the Marketing department regarding employee branding. The marketing team was pushing for a new employee branding campaign that focused heavily on showcasing individual employees and their personal stories. However, HR was concerned about the potential privacy issues that could arise from sharing personal information of our employees in a public campaign.

  1. To address this conflict, I first scheduled a meeting with the marketing team and presented HR's concerns about privacy issues.
  2. Then, I worked with our legal team to research and provide a comprehensive report on the possible legal implications of sharing personal employee information in a public campaign.
  3. Next, I presented these findings to the marketing department along with some alternative ideas that would still highlight our employees without compromising their privacy.
  4. Finally, we worked collaboratively to find a solution that would meet both the marketing team's needs for showcasing employees and the HR department's needs for protecting employee privacy.

The outcome was a creative and effective employee branding campaign that showcased our employees in a way that aligned with our company values while protecting their privacy. The campaign was well-received by our employees and customers, resulting in a 15% increase in employee engagement scores and a 10% increase in customer satisfaction rates.

4. How do you keep abreast of the latest HR communication trends?

Staying up-to-date on the latest HR communication trends is vital in delivering impactful communication strategies. One way I keep abreast of these trends is by attending industry conferences and events. For example, last year I attended the Global HR Summit where I had the opportunity to learn from some of the brightest minds in the industry.

  1. At the conference, I learned about the power of video in HR communication and how it can increase engagement by up to 40%
  2. Following the conference, I implemented a employee-onboarding video that received an overwhelming 90% positive feedback rate from newly hired employees

In addition to attending events, I also frequently read HR publications such as HR Magazine and SHRM. These resources keep me informed about emerging trends and best practices in HR communication.

  • Last month, I read an article in HR Magazine about the importance of mobile-responsive communication. I utilized this insight and created a mobile-responsive HR newsletter, resulting in an increase in open rates by 25%
  • I also subscribe to newsletters from HR technology providers to stay informed about new tools and features that can enhance our communication strategy. Using a recommendation from a HR tech newsletter, I implemented a chatbot feature on our employee portal resulting in a decrease in HR inquiries by 40%

By continuously learning about HR communication trends and incorporating them into our strategy, I am confident in my ability to deliver impactful communication that positively impacts our employees and business.

5. What metrics do you typically use to measure the effectiveness of HR communications?

As an HR Communications Business Partner, I understand how important it is to measure the effectiveness of our communication strategies. Some of the metrics I typically use to measure the effectiveness of HR communications include:

  1. Employee engagement surveys: Measuring employee engagement is crucial in determining the effectiveness of our communication strategies. For example, in my previous role, we ran an engagement survey and found that after implementing a new onboarding program, there was a 20% increase in employee engagement.
  2. Feedback forms: Collecting feedback from employees is also important in measuring the effectiveness of our communication strategies. We use feedback forms after important company events like town halls or training sessions to evaluate the effectiveness of the communication methods used. In a recent training session, 92% of participants found the presentation clear and informative.
  3. Content analysis: Analyzing the data from our HR communication channels like our intranet or employee newsletters can help us determine what types of content are resonating with our employees. We implemented this strategy in a recent employee newsletter campaign and found that the article on the new health and wellness benefits was the most read article with a 75% open rate.

By using these metrics and analyzing the results, we can continuously improve and refine our HR communication strategies to ensure they are effective in engaging and informing our employees.

6. In your opinion, what are the most important skills for an HR Communications Business Partner?

As an HR Communications Business Partner, it is essential to possess several skills to be successful in the role. In my opinion, the most crucial skills include:

  1. Excellent Communication Skills: Strong written and verbal communication skills are vital for an HR Communications Business Partner. This skill is necessary to convey important company messages to employees effectively, facilitate communication between different departments, and foster positive relationships with employees.
  2. Problem-Solving Skills: As an HR Communications Business Partner, you must be able to identify and solve complex problems in a timely and effective manner. For example, designing a communication strategy to address employee dissatisfaction with company benefits requires critical thinking and collaboration with benefits providers.
  3. Data Analytics: An HR Communications Business Partner should have a strong understanding of data analytics and the ability to use data to inform decision-making. This skill is necessary to design and implement communication strategies and measure their impact. In my previous role, I developed a communication plan that resulted in a 15% increase in employee engagement surveys.
  4. Leadership Skills: An HR Communications Business Partner should have strong leadership skills and be able to inspire employees to achieve company goals. Collaboration with top leadership teams is vital, and I have experience managing a team to achieve success in communicating delicate layoffs in my previous position.
  5. Project Management Skills: An HR Communications Business Partner must possess strong project management skills to ensure communication initiatives are completed on time and within budget. I have acquired this skill in my past work, where I led communication projects that were completed on time regardless of the shift to remote working.

These skills are vital for an HR Communications Business Partner to succeed in their role as a professional communicator, problem solver, and leader.

7. Can you give an example of a difficult HR communication issue you had to handle?

During my time at [previous company], I had to handle a difficult HR communication issue when the company declared a layoff due to a decrease in revenue. As an HR Communications Business Partner, my role was to ensure that the affected employees received clear information about the layoff and the steps that the company would take to support them.

I had to carefully craft an email communication that outlined the situation, the reasons behind the layoff, and the specific timeline for when employees would be notified of their status. I also worked with department managers to create a comprehensive support plan for affected employees, which included counseling services, severance pay, and job placement assistance.

One of the challenges was managing emotions and expectations among the affected employees. I conducted several on-site meetings and open forums to address any concerns and provide additional information. Through these efforts, we were able to reduce the negative impact of the layoff and maintain engagement and productivity among remaining employees.

The results were positive overall. While the layoff was a difficult situation for everyone, our efforts to provide compassionate and clear communication helped to minimize the impact on employee morale and the company’s reputation in the community. At the end of the day, we were able to retain our core staff and maintain a strong presence in the market, which ultimately contributed to a revenue increase in the following year.

8. How do you ensure that HR communications are aligned with overall business objectives?

As an HR Communications Business Partner, I understand the importance of ensuring that HR communications are aligned with overall business objectives. One way to accomplish this is by regularly meeting with business leaders and discussing their goals and objectives for the company.

During these meetings, I ask questions and listen closely to their responses in order to gain a clear understanding of their priorities. I then use this information to develop HR communication strategies that are directly aligned with these priorities.

For example, in my previous role as an HR Communications Business Partner for a technology company, I met with the CEO and other senior leaders on a monthly basis to discuss their goals for product development and revenue growth. Based on these discussions, I identified a need for more effective communication around our company's innovation capabilities and customer success stories.

  1. To address this need, I developed a quarterly internal newsletter that focused specifically on showcasing the innovative work being done by our technology teams, as well as highlighting successful customer engagements.
  2. I also worked with our marketing and PR teams to ensure that these success stories were being shared externally through our website, social media channels, and other marketing materials.

As a result of these efforts, our company saw a 25% increase in website traffic and a 15% increase in customer engagement over the course of one year. In addition, we received positive feedback from both employees and customers about the increased focus on innovation and customer success.

In short, by regularly communicating with business leaders and developing HR communication strategies that are aligned with their goals, I ensure that HR communications are directly contributing to the success of the overall business.

9. What processes do you use to evaluate the success of your HR communications?

As an HR Communications Business Partner, it's important to have a clear understanding of how your communications are impacting the business. One process I use to evaluate success is to conduct surveys with employees after major communication initiatives. For example, after launching a new benefits program, I sent out a survey to all employees asking for feedback on the clarity of the communication, their understanding of the new program, and overall satisfaction levels. The data collected from the survey showed that 90% of employees felt the communication was clear and easy to understand, and 80% felt satisfied with the new benefits program.

  1. Another process I use is to track engagement metrics on our internal communication channels, such as our employee intranet and social media pages. Using tools like Google Analytics, I'm able to see how many employees are viewing and engaging with our content. For example, our recent employee spotlight video received over 500 views within the first week of being posted, which is a significant increase from our average video views.
  2. Additionally, I regularly meet with business leaders to discuss the impact of HR communications on their teams and projects. Through these conversations, I've been able to gather anecdotal evidence of the positive impact our communications have had on employee engagement, morale, and productivity. For example, one manager reported seeing a 20% increase in completed projects after their team received clear communication and guidance around project deadlines and expectations.
  3. Finally, I track metrics around employee retention and turnover rates. When HR communications are effective at communicating the company's mission, values, and culture, employees are more likely to feel connected and committed to the organization. I've seen a 10% decrease in voluntary turnover rates since implementing a more robust internal communication strategy.

Combined, these processes provide a comprehensive view of the effectiveness of HR communications, allowing us to adjust and refine our strategies for greater impact.

10. What strategies do you use to engage with employees and ensure they are receiving the right HR communications?

One of my primary strategies for engaging with employees is through regular communication channels such as company-wide emails, newsletters, and intranet updates. In addition, I have found that setting up one-on-one meetings with employees to discuss their specific needs and concerns can go a long way in building trust and rapport.

To ensure that the HR communications are effective, I have implemented a system where employees are asked to provide feedback on the clarity and relevance of the information provided. This feedback is then analyzed and used to make improvements to the communication channels and strategies, resulting in a more engaged workforce.

  1. Example data/reult: As a result of these efforts, employee engagement increased by 20% in the first six months of implementation.
  2. Example data/reult: Additionally, turnover rates decreased by 15% as employees felt their concerns were being heard and addressed.

Overall, my focus is on creating an open and transparent communication environment where employees feel valued and supported, resulting in a more productive and successful workforce.


Congratulations on taking a step towards becoming an HR Communications Business Partner. After going through these interview questions and answers, the next steps would be to write a captivating cover letter that will stand out to your potential employer. Don't forget to visit our guide on writing a cover letter for HR Business Partners to make it easier for you. Another important step is to prepare a resume that will demonstrate your skills and experience in the best possible way. Check out our guide on writing a resume for HR Business Partners to guide you through the process. Remember that Remote Rocketship has a job board that is dedicated to listing remote HR Business Partner jobs. Visit our job board to search for your next remote HRBP job: Remote HRBP job board. Good luck with your job search!

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