[Reference: SHRM outlines Ulrich's model emphasizing the role of HR business partners in aligning HR strategies with business strategies to enhance organizational performance (SHRM, The HR Business Partner Model)., Strategic Alignment:, Business Outcomes: The primary goal is to ensure that HR initiatives and daily activities are directly contributing to achieving business goals and objectives., Value Addition: HR business partners work closely with business leaders to add value by ensuring that HR practices are effectively supporting business needs., Reference: According to Ulrich, HR business partners play a crucial role in translating business strategies into HR priorities and actions (SHRM, Aligning HR with Business Strategy)., Transformation and Impact:, Transformative Role: While transforming business units and creating shared services can be components of the model, the main intent is the strategic alignment and integration of HR processes with business processes., Operational Impact: This model seeks to transform the role of HR from administrative support to strategic partnership, focusing on impactful outcomes., Reference: SHRM highlights that the business partner model is about transforming HR to become a strategic partner that influences business performance (SHRM, The Role of HR Business Partners)., References:, SHRM. (n.d.). The HR Business Partner Model. Society for Human Resource Management., SHRM. (n.d.). Aligning HR with Business Strategy. Society for Human Resource Management., SHRM. (n.d.). The Role of HR Business Partners. Society for Human Resource Management., ]