By the end of the course, participants will be able to:
Describe the full implications of the modern role of the HR business partner in becoming the ‘architect of the talent machine’
Recognize how the role of HR business partner can add value to the organization and contribute to the achievement of planned objectives
Identify the four roles of the HR business partner
Apply the four roles of the HR business partner and their associated responsibilities
Develop and demonstrate the fundamental competencies required for an effective HR business partner performance
HR professionals responsible for aligning business objectives with employees and management in designated business units. This course may be attended by line or business managers interested to know how to take advantage of the internal consulting services that HR business partners can offer.
Traditional HR: service providerTraditional definition of HR: get, keep, growOverview of traditional HR functionsHR now and thenCompetency based HRLagging HR indicators: is HR hitting the wall?
The new HR: from service provider to ‘architect of the talent machine’HR modern day definition: business results, not just HR resultsAnatomy of the HR challengeHR management riskThe corporate talent system; an integrated approachAttracting and acquiring talentUnderstanding and planning talentExtending talentManaging and developing talent
The fundamental HR business partner model (Ulrich model)Definition of HR business partnerThe fundamental Ulrich model: four roles to playStrategic partnerAdministrative expertEmployee championChange agentApplication of the Ulrich model: four jobs for an HR business partnerStrategic partnerOperations managerEmergency responderEmployee mediatorImpact on the business of the different jobs of the HR business partnerExample of the responsibilities associated with an HRBP processThe SHRM job description for the HR business partner role
Skills and competencies for HR business partners – part oneData judgmentBusiness acumenKnowledge of business strategy, market challenges and customer needsFocus on the organization’s financialsLeading vs. lagging indicatorsDemonstrating strong business analyticsTalent management acumenWorkforce planningSuccession planningTalent acquisitionTalent retentionStrategic partnerUnderstanding how HRBPs can support the businessUnderstanding the talent needs of the businessAdjusting HR strategies to respond to changing business needsIdentifying talent issues before they impact the businessIdentifying and implementing critical HR metricsSMART HR KPIsAligning HR KPIs with organizational KPIsUse of HR KPIs in measuring the impact of HR initiatives that contribute to the bottom line.
Skills and competencies for HR business partners – part twoOperations managerMastering HR theory and adapting it to unique situationsFlawless implementation of HR policies, procedures and systemsCommunicating organizational culture to employeesAssessing employee attitudesTracking trends in employee behaviorCommunicating policies and procedures to employeesKeeping the line manager updated on HR initiativesEmployee mediatorManaging conflict between employeesManaging competing personalities in the organizationManaging conflict between managersResponding to organizational changesResolving problems in the execution of business plansEmergency responderQuickly responding to line manager questionsQuickly responding to complaintsResponding to manager’s needsResponding to employee’s needsPreparing for different situations