<![CDATA[The rapid changes in the global business environment, digital transformation, and increasing workforce expectations require organizations to strengthen strategic human resource management practices. The Human Capital Business Partner (HCBP) Division has an important role in translating business strategies into effective human capital practices through strategic communication. However, the mechanism through which HCBP communication strategies contribute to improving company performance remains insufficiently explored. This study aims to analyze the role of HCBP communication strategies in improving organizational performance by integrating the perspectives of HRM System Strength Theory, Strategic Internal Communication Theory, and Social Exchange Theory. This research employed a qualitative approach using a systematic literature study design. Data were collected from relevant academic articles, books, dissertations, and research reports obtained from reputable databases, including Scopus, Web of Science, and Google Scholar. The data were analyzed through narrative synthesis and thematic analysis to identify key communication mechanisms. The findings reveal that HCBP communication strategies improve company performance through strategic alignment, clear and consistent message delivery, symmetrical communication, employee engagement enhancement, HRBP voice, and effective change management. These mechanisms contribute to building a strong organizational climate, increasing productivity, strengthening collaboration, reducing employee turnover, and supporting sustainable competitive advantage. In conclusion, strategic communication capability is a fundamental competency for HCBP to ensure that human capital policies are effectively implemented and generate measurable business value.]]>
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