Thriving as an HR Business Partner: A Guide to Your First 90 Days

Stepping into a new role as an HR Business Partner can be both exciting and overwhelming. You're eager to make a positive impact but may be uncertain about where to begin. How do you establish credibility, forge meaningful relationships with stakeholders, and start adding value from day one?

This guide offers a structured approach to your first 90 days, providing a roadmap to help you navigate this critical period with confidence and purpose.

Phase 1: Immersion (Days 1-30)

Your first month is all about establishing a strong foundation through learning and relationship building.

Key Focus Areas:

Master the Fundamentals

Take time to understand the HR systems, policies, and processes specific to your organization. Approach this with curiosity rather than judgment. Your goal is to learn how things currently work before considering improvements.

Connect with Key Stakeholders

Schedule one-on-one meetings with directors, senior leaders, and managers in your assigned business areas. Use these initial conversations to understand their perspectives and establish rapport.

Ask Powerful Discovery Questions

In your stakeholder meetings, consider questions like:

• "What aspects of people and culture are working well in your area?"

• "What are your most significant people-related challenges this year?"

• "How do you envision HR adding the most value to your function?"

  
  

Study the People Analytics

Before meeting with stakeholders, review available people data for your client groups—headcount figures, turnover rates, absence patterns, and performance metrics. This preparation demonstrates your commitment and allows you to have more informed conversations from the start.

Map the HR Ecosystem

Develop a clear understanding of the HR operating model and how different functions collaborate. This knowledge will help you navigate effectively and guide your stakeholders appropriately.

Create a Stakeholder Map

Document key information about your stakeholders, including their communication preferences and leadership styles. This will help you tailor your approach for each relationship.

Clarify Expectations

Meet with your manager to establish clear objectives and success metrics for your role, especially if you're in a probationary period.

Phase 2: Integration (Days 31-60)

Your second month focuses on building trust and beginning to shape direction based on your observations.

Key Focus Areas:

Share Initial Insights

Begin presenting themes and patterns you've observed to stakeholders. Frame them as "What I'm hearing" and "What I'm seeing." Focus on identifying meaningful trends rather than isolated incidents.

Identify Quick Wins

Look for opportunities to address immediate pain points. Perhaps you can streamline a cumbersome recruitment process or update an outdated policy. Small but visible successes build credibility quickly.

Connect with Centres of Excellence

Establish relationships with leaders of specialized HR functions such as Learning & Development, Employee Relations, and Talent Acquisition. Understanding their priorities and processes will help you leverage their expertise effectively.

Develop a Preliminary People Plan

Begin outlining a focused people strategy for your business areas by categorizing initiatives into:

• What needs to run better (optimization)

• What can be improved (enhancement)

• What might need transformation (innovation)

  
  

Phase 3: Impact (Days 61-90)

Your third month transitions you from observer to active leader of people initiatives.

Key Focus Areas:

Present Your Strategic Plan

Share a forward-looking HR contribution plan for the next 3-6 months with your stakeholders. Clearly prioritize immediate needs versus longer-term strategic initiatives.

Identify Ownership Opportunities

Determine specific challenges where you can take the lead and drive meaningful change.

Gather Supporting Evidence

Identify what data or insights you'll need to build compelling business cases for your proposed initiatives.

Co-create Solutions

Begin collaboratively designing solutions for priority areas. This might include organizational design adjustments, workforce planning strategies, or engagement initiatives.

Establish Feedback Mechanisms

Create structured ways to gather input on your performance and effectiveness from stakeholders.

Prepare for Performance Reviews

Proactively gather feedback and document your contributions in preparation for probation reviews or check-ins with your manager.

Keys to Success

Throughout your first 90 days, remember these fundamental principles:

• Be Visible: Make yourself accessible and present in your business areas.

• Be Valuable: Focus on meaningful contributions rather than administrative tasks.

• Be Vocal: Share insights and perspectives—don't wait to be asked.

  
  

The Weekly Reflection Practice

Develop a habit of weekly self-assessment by asking:

• What did I learn this week?

• What value did I add?

• What relationships did I strengthen?

• What should I focus on next week?

  
  

This disciplined approach to your first 90 days will help you establish yourself as a trusted, strategic partner to the business while setting a foundation for long-term success in your HR Business Partner role.

At HRThrive, we're committed to providing HR professionals with practical, actionable resources to excel in their roles. For personalized coaching or to access our complete library of HR Business Partner tools and templates, visit our Resources section.