Ensure that there is a clear rationale for the proposed changes and that this is a joint decision between the business and HR, not one that HR tries to foist on the business. The best approach is to view it from the line’s perspective first.
Involve senior managers in the process to secure buy in. This means really listening to their needs and concerns. All senior managers ought to be role modeling and championing the move, not just the HR director.
Provide clarity and training for line managers on business partnering to manage their expectations.
Allow sufficient time to ensure that there is a common understanding of what the role is and what it is not,what it means and what adjustments are needed both within HR and across the wider business. As line managers will be most affected by the changes it is important that they are consulted and adequately prepared for the changes.
Make sure that business partners are involved in the business planning process at the outset and that they
are well prepared for planning meetings.