ESCP Europe Alumni Magazine - n°157 - Novembre/Décembre 2014 - 29

FOCUS

By Fabrice HERVO (EEMBA 05)

Influence strategy!
The Human Ressources Business Partner (HRBP) role has become
popular as it enables you to look into the business, rather than waiting
for the business to come to you. That definition comes from Fabrice
HERVO, HRBP Field Sales France, Coca Cola Enterprises (CCE).
CCE'HR organisation is aligned with Ulrich's
«three-legged» shared services model, HR centres
of expertise (COEs) and a team of HR Business
Partners. However, within Coca Cola Enterprises,
this model is also accompanied by a mind-set. As
HRBPs, we must manage balancing engagement,
well-being without forgetting efficiency, flexibility
and productivity.

vision and raises the bar in terms of project management and interfacing with our
business leaders, and she did not come
from the HR community. Moreover, I also
recruited an excellent «senior» externally
to support another channel as well as a
large reorganization project.
We do however face challenges within
our role. A daily challenge is pushing the
Our playground
Business Partners to challenge the business and stop «hand-holding» managers
An HR Business Partner should always be a step
by encouraging them to push HR queries
ahead of the business, and must work with both
out to Shared Services.
internal and external stakeholders to ensure that
Another one is encouraging the Business
strategy and human capital is aligned. A prime
Partners to become more that just
example we find today is that in 2020, the ageing
facilitators, ensuring that they acquire
baby boom generation will
diagnostic skills.
retire from the workforce,
Very often, they fear jeoAn HR Business Partner should pardising the relationship
to be replaced by the millennium generation. The
with their client group,
always be a step ahead of the
challenge in replacing the
so will align with the line
business, and must work with manager's suggestion.
oldest generation means
anticipating new roles and
Finding the right balance
both internal and external
competency requirements
between supporting the
stakeholders to ensure that
that do not exist within
business and trying to
strategy and human capital is
CCE today.
move it out of its comfort
Within
Coca
Cola
zone is not something that
aligned.
Enterprises, we are forcan be taught; it is about
tunate to have multiple
experience and exposure.
HRBP roles which facilitate rotation opportunities within other areas of the
A partnership model
organization: Global Functions, the Supply Chain
organization (CCE has 5 plants producing 95%
Neither HR Business Partners, nor business exeof our product sold in France), or supporting our
cutives can be successful alone. The success
Business Unit which is primarily Sales & Marketing
of the HRBP's role is dependent on its position
and Field Sales in France. Frankly, I consider myself
within the HR organization, and the COEs across
quite lucky to be taking care of the largest Field
the business. The strength of the partnership
Sales force in FMCG in France.
between senior-level executives and HRBPs will
reinforce the ability to develop and deliver upon
Our role and its challenges
people plans in support of the business strategy.
It is not surprise, you do not become an HR
As an HRBP, we must serve as role models when it
Business Partner by chance; you become one
comes to diversity in growing our talent. Within this
because of interest for the business and your
context, I recently recruited a brilliant US citizen as
appetite to influence strategy. And at Coca Cola
a talent in my team to become HRBP supporting
Enterprises, the HRBPs live it with intensity and
the HORECA channel. This individual brings a new
passion.
●

ESCP Europe Magazine N° 157 - Novembre/Décembre 2014 -

ESCP Europe Alumni Magazine - n°157 - Novembre/Décembre 2014

Table des matières de la publication ESCP Europe Alumni Magazine - n°157 - Novembre/Décembre 2014