The Power Player You’re Missing: How Your HRBP Can Help Elevate Your Career

When most people think about career growth, their minds jump straight to performance—doing good work, hitting your goals, checking the boxes. While that’s definitely a big piece of the puzzle, it’s not the whole story. Career growth is also about how well you understand and navigate the inner workings of your company—the people, the timing, the decision-making loops that don’t always show up on org charts. And one of the most underrated allies in that journey? Your HR Business Partner.

I know what you might be thinking. HRBPs? Aren’t they the ones who send out policy updates and sit in on tough conversations? Contrary to popular belief, HRBPs are not meant to be the “policy police” (although Toby from ‘The Office’ may have led you to believe so). If that’s the only way you’ve interacted with them, you’re missing out on one of the most valuable resources your company has to offer.

In my years as an HRBP, I’ve had countless career conversations with employees—some who came to me early and often, and others who didn’t realize I could help until much later. What I’ve learned is this: the people who build a real relationship with their HRBP tend to navigate their careers with more clarity, confidence, and impact. HRBPs often have a front-row seat to what’s happening behind the scenes. We’re looped into performance reviews, talent calibrations, internal mobility moves, and leadership planning conversations. When you invite us into your career growth conversations, you’re giving yourself a strategic advantage—one that’s rooted in both visibility and action.

So if you’ve never thought of your HRBP as someone who can help shape your career path, I’d challenge you to think again. Here are a few reasons why it might be time to start that conversation ASAP!

Insider Knowledge on Career Growth & Opportunities

One of the biggest advantages of building a real relationship with your HRBP? You get access to the inside track—things like internal mobility opportunities, stretch projects, or upcoming roles that may not be posted yet. Because we’re involved in so many of those talent planning conversations, we often have visibility into what’s coming down the pipeline. And when someone has taken the time to share their career goals with us, we’re in a much better position to help connect the dots.

Let me share a real-life personal example. I once worked with a high-potential employee who was excelling in her current role, but shared that she felt stuck. She was interested in moving from an individual contributor to people management position but wasn’t sure how to make that transition. Because she had taken the time to share her ambitions, I was able to work with her manager to connect her with a mentor, recommend her for an internal development program (focused on building basic skills of people management), and advocate for her candidacy when a relevant opportunity opened up. Within a year of that career conversation, she promoted into a new people management role. Had she never initiated that conversation, she might have been overlooked simply because her aspirations weren’t known to the right people.

Advocacy & Influence in Key Conversations

I want everyone to hear it again: HRBP's are involved in some of the most important talent decisions your company makes—performance reviews, promotion discussions, and even succession planning. We partner closely with leaders to make sure great work is seen, growth is supported, and the right people are in the right conversations at the right time. If we don’t know your story, it’s harder to tell it.

I recall a time when a people manager was hesitant about promoting a high-performing team member because she felt the team wasn't quite ready to let him go. He had a mass of technical knowledge on their core systems, and their newer hire hadn't fully taken on the work yet. However, because I had regular conversations with him and was aware of the stretch projects he had taken on, the leadership coaching he had pursued, and the recognition he had received from cross-functional partners, I was able to push a bit and advocate for his career desires. I helped reframe the discussion around what transition support that Manager's team might need if he were to be promoted to another role, and what risks the business may be able to overcome if we could get alignment. The promotion went through, and he thrived in his new position.

It’s important to remember that advocacy doesn’t happen by accident. Employees who actively engage with their HRBP create opportunities for us to be champions for their careers. When we have context on your strengths and ambitions, we can be your ally behind closed doors.

Guidance on Navigating Organizational Challenges

Career growth isn’t just about strong performance. It’s also about learning how to navigate the messier side of work—things like cross-functional dynamics, executive presence, or adjusting to a new culture after a reorg or acquisition. When those challenges show up, your HRBP can be a great resource to help you think through your next move.

I once supported an employee who had joined the company through an acquisition. He was doing solid work, but he felt like he wasn’t gaining traction with leadership—and that it was holding him back from bigger opportunities. Through a few honest conversations, we unpacked what was really going on. He wasn’t getting visibility in the right places, and he hadn’t quite found his voice in the new org.

We came up with a couple small, but strategic changes—he raised his hand for a high-impact project, joined an employee-led engagement initiative that worked closely with senior leaders, and started asking for feedback more intentionally. None of those moves were magic bullets, but they added up. A few months later, his name started coming up in leadership meetings. Eventually, he stepped into a broader role.

The point is, career challenges are normal—and you don’t have to navigate them alone. Your HRBP can help you make sense of the landscape, talk through your options, and map out the right next step.

Now go get to work!

At the end of the day, your growth is your responsibility—but that doesn’t mean you have to figure it all out on your own. Building a relationship with your HRBP gives you a partner in your corner. Someone who can help you spot opportunities, navigate challenges, and advocate for your next step.

So if you haven’t had that conversation yet, now’s a great time to start. It doesn’t have to be formal—just a quick chat about where you’re headed and what you’re hoping to grow into. You never know what doors it might open!