Certified HR Business Partner

Course Objective

HR Business Partnering is a Strategic model of Excellence Leadership in the Human Resources management area; therefore, the course is the most effective way to develop your Skills and Competencies in implementing proven techniques and methods of modern HR Business Partnering and seek more knowledge on how to:

• Design and implement adequate HR Strategy, Vision, Mission, and Objectives in alignment with the Business Plan.
• Develop expertise in delivering value-driven solutions to produce Growth, Profitability, and Change.
• Closely evaluate your current Knowledge, Skills, and Confidence in negotiation, influencing and coaching Leadership team.
• Effectively implement HR KPI’s, Metrics, for Internal and External customer, and environmental scanning areas.
• Build commercial awareness, and act as a change champion for HR Strategic Projects.

Course Plan

1. Day One Discusses:

• Business Strategy: Definition, Methods, and Techniques:
  • An introduction to Business Strategy.
  • Organizational Strategy content, context, and practice.
  • Strategic Management Process, benefits, and limitations.
  • Understand environmental internal and external scanning.
  • Business Strategy Vs HR Strategy and Strategic Alignment.
• HR Business Strategy Implementation, and Practices:
  • HR Department as a Profit Center.
  • Latest trends in the Strategic HR Management and modern role of HR professionals.
  • Key considerations in designing and implementing HR Strategy.
  • HR Processes, Vision, Mission, Objectives, and Alignment with Business Goals.
  • Designing, employing, and communicating strategic policies and procedures.
• Shaping the Business Partnership:
  • Definition of HRBP’s Role.
  • Ulrich Model: Strategic Partner, Admin. Expert, Employee Champion, and Change agent.
  • Application of the Ulrich Model: Operations Manager, Emergency Responder, and Employee Mediator.
  • Positioning the Partnership, & Setting up the Partnership Function.
  • Positioning yourself with the Client.
• Competencies for HRBP – 1:
  • Business Acumen.
    • Business Strategy, Market Challenges, and Customer Needs.
    • Focus on Organization’s Financials.
    • Leading Vs. Lagging Indicators.
    • Demonstrating solid Business Analytics.
    • Talent Management Acumen.
    • Workforce Planning. & Succession Planning.
    • Talent Acquisition. & Talent Retention.

2. Day Two Discusses:

• Competencies for HRBP – 2:
  • Strategic Partner.
    • Understanding how HRBPs can support the Business.
    • Understanding the Talent Needs of the Business.
    • Adjusting HR Strategies to adapt to the changing Business Needs.
    • Identifying Talent issues before they start to negatively impact the Business.
    • Understanding and utilizing HR Metrics. & SMART HR KPIs.
    • Aligning HR KPIs with Organizational KPIs.
    • Using HR KPIs to measure the impact of HR Initiatives on Bottom Line.
• Competencies for HRBP – 3
  • Operations Manager.
    • Mastering HR and tweaking practices as per the requirements of different situations.
    • Flawless Implementation of HR Policies, Procedures, and Systems.
    • Communicating Organizational Culture to Employees.
    • Assessing Employee Attitudes.
    • Tracking trends in Employee Behaviors.
    • Communicating Policies and Procedures to Employees.
    • Communication HR Initiatives to Line Managers.
  • Employee Mediator.
    • Managing Conflict between Employee.
    • Managing different personalities in the Organization.
    • Managing Conflict between Managers.
    • Responding to Organizational Changes.
    • Resolving arising issues while executing Business Plans.
• Competencies for HRBP – 4
  • Emergency Responder.
    • Quickly responding to line Manager questions, Needs.
    • Quickly responding to complaints.
    • Responding to employee’s needs
    • Preparing for different situations.
    • HRBP Leadership Role and Required Skills.
    • Understanding leadership, empowering teams, making better HR business decisions.
• Competencies for HRBP – 5
  • Change Management, Challenging Ideas, and facilitating Continuous Improvement.
  • Identifying common communication issues and ways to deal with different situations assertively.
  • Coaching and Mentoring as key skills of a Successful HR Leadership.

3. Day Three Discusses:

• Consultancy Skills
  Working with Clients to identify Issues & Root Causes.

• • The Consultancy Cycle.
  • Benefits of Internal Consulting.
  • Understanding Consulting: Reactive Vs. Proactive.
  • Using the Consulting Model.
  • Questioning strategy and Determining Root Causes.
  • Data Collection, Preparing Insights, Collaborating with Partners, Sharing Findings with Clients, and Developing Recommendations.
  • Managing Client Meetings, & The Importance of Contracting.
  • Avoiding some of the Pitfalls of Contracting
• Relationship Skills
  • Rapport Building with your Client.
  • Establishing and Maintaining Trust, & Building Individual Credibility.
  • Dealing Effectively with Pressures:
    • Pressures stemming from the Business.
    • Pressures stemming from the Business Partner.
    • Pressures stemming from the Client System.
    • Checklist for the Quality of the Relationships.
• Assessing Your Progress
  • Reviewing Performance:
    • Recognizing the Need for Closure.
    • Moving On from a Project without Impacting the Relationship.
    • Reviewing the Effectiveness of the Client–Partner Relationship.
    • Reviewing the Effectiveness of the Project.
    • Reviewing the Effectiveness of the Business Partnership Function.
• Measuring Your Impact
  • Evaluating the Success of the Partnership.
  • Guidelines for Effective Evaluation.
  • Traditional HR Approaches and OD Evaluation Models.
  • Business Partnership Models.
  • The 4C Approach to Business Partnership.
  • Guiding Principles for the Business Partner Role.

Remarks

• No more than 15 Participants are allowed in the same Class.
• Participation Grades are based on attention and contribution to class discussions.