科技和互联网行业的崛起及快速发展成为当今社会的主流方向，与此同时，人力资源管理为适应互联网行业的应用进行了一系列的变革措施。人力资源三支柱的模式在大型互联网企业广泛应用，其中HRBP的角色作为连接业务战略、企业战略以及人力资源管理战略的桥梁，发挥着极其重要的作用。这使得HRBP的价值性、独特性、成长性引起企业管理者的重视，HRBP愈来愈成为企业中不可或缺的“战略资产”。通过胜任力特征模型的搭建，寻找适应组织发展的HRBP人才，在企业中实现HRBP的人-岗匹配，人-企业匹配和人-文化的匹配，不断提高HRBP人员的专业度、敬业度、工作满意度和组织承诺感，真正使HRBP成为企业战略的接收者和帮助业务团队将战略进行落地者，把企业的战略实现过程内化为员工价值、业务价值和客户价值的统一。

随着互联网进入到“下半场”，产业互联网发展地日新月异。一批从传统行业转型到新型产业互联网的公司应运而生，BK公司就是在这个大潮中成长起来的产业互联网平台。

本文着眼于BK公司人力资源体系中HRBP的角色和定位以及遇到的实际问题进行分析，通过研究人力资源理论的发展历程、人力资源“三支柱”理论、互联网行业的发展历史进程以及BK公司的人力资源管理特点，解析HRBP作为人力资源战略合作伙伴所应该具备的知识、技能、性格特点、内在特质等方面，从而将组织战略所需的核心胜任力与个人所具备的胜任力紧密结合。

本文在分析企业战略、企业发展所处的阶段的基础上，通过研究胜任力模型、结合胜任力辞典的相关理论，采用问卷调研、访谈及工作分析等方法，搭建BK公司HRBP岗位的胜任力模型，实现HRBP与企业价值观沟通、人员招募甄选、提升培训效能和凝聚绩效标准导向共识的良好渠道，并形成BK公司人力资源“五维素质模型”，为企业HRBP人员的作用得到进一步发挥提出参考建议，成为企业人力资源未来发展迭代提供依据。

The emergence and rapid development of technology and the Internet industry become the mainstream of today's society. At the same time, human resources management has carried out a series of reform measures to adapt to the application of the Internet industry. The three-pillar model of human resources is widely used in large-scale Internet companies. The role of HRBP plays an extremely significant role as a bridge between business strategy, corporate strategy, and human resource management strategy. This makes HRBP role’s value, uniqueness, and growth, which attracts the attention of corporate leaderships. HRBP is becoming an indispensable "strategic asset" in the enterprise. Through the establishment of a competency model of HRBP, to find out suitable HRBP talents for the development of the organization, and realize the HRBP “person-job matching”, “person-enterprise matching” and “people-cultural matching” in the enterprise, and continuously improve the professionalism, degree of engagement, job satisfaction and organizational commitment of HRBP personnel. By all above methods, truly making HRBP a receiver of corporate strategy and help business teams to implement the strategy, and internalize the company's strategy realization process into a unity of employee value, business value, and customer value.

With the Internet industry entering the "second half", the development of industrial Internet is changing with each passing day. A number of companies transformed from traditional industries to new industrial Internet come into being, BK company one of the industrial Internet platform growing up in this tide.

This paper focuses on the role and positioning of HRBP in the human resources system of BK Co., Ltd. and analyzes the actual problems it encounters. Through research on the development history of human resources theory, the "three-pillars" theory of human resources, the historical development process of the Internet industry, and the development of BK Co., Ltd. The characteristics of human resources management, analyze the knowledge, skills, personality characteristics, inherent traits that HRBP should have as a human resources strategic partner, so as to closely integrate the core competencies required for organizational strategy with the competencies possessed by HRBP individuals.

Based on the analysis of the corporate strategy and the stage of corporate development, this paper studies the competency model and combines the relevant theories of the competency dictionary, combining questionnaires, interviews, and job analysis to build a competency model for HRBP positions in BK Co., Ltd. Realize a good channel for HRBP to communicate with corporate values, recruitment and select personnel, improve training effectiveness and consolidate performance standard-oriented consensus. This paper ultimately form a "five-force model" of HRBP position for BK company to provide reference suggestions for further exerting the role of HRBP personnel in the enterprise and provides basis for future development and iteration of human resources in the enterprise.