Course Objectives

By the end of the course, participants will be able to: 

• Describe the full implications of the modern role of in HR 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 that the role of HR business partner is actually made up of four jobs, not just one
• Apply the various roles and responsibilities associated with the role of HR business partner
• Develop and demonstrate the fundamental competencies required for an effective HR business partner performance

The Contents:

Traditional HR: Service Provider

• Traditional definition of HR: get, keep, grow
• Overview of traditional HR functions
• HR now and then
• Competency based HR
• Lagging 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 results
• Anatomy of the HR challenge
• HR management risk
• The corporate talent system; an integrated approach
• Attracting and acquiring talent
• Understanding and planning talent
• Extending talent
• Managing and developing talent

The fundamental HR business partner model (Ulrich model)

• Definition of HR business partner
• The fundamental Ulrich model: four roles to play
• Strategic partner
• Administrative expert
• Employee champion
• Change agent
• Application of the Ulrich model: four jobs for an HR business partner
• Strategic partner
• Operations manager
• Emergency responder
• Employee mediator
• Impact on the business of the different jobs of the HR business partner.
• An example of HR business partner process related responsibilities
• The SHRM job description for the HR business partner role

Skills and Competencies for HR Business Partners – Part One

• Data judgment
• Business acumen
• Knowledge business strategy, market challenges and customer needs
• Focus on organization’s financials
• Leading vs. lagging indicators
• Demonstrating strong business analytics
• Talent management acumen
• Workforce planning
• Succession planning
• Talent acquisition
• Talent retention
• Strategic partner
• Understanding how HRBPs can support the business
• Understanding the talent needs of the business
• Adjusting HR strategies to respond to changing business needs
• Identifying talent issues before they impact the business
• Identifying and implementing critical HR metrics
• SMART HR KPIs
• Aligning HR KPIs with organizational KPIs
• Use of HR KPIs in measuring the impact of HR initiatives that contribute to the bottom line.

Skills and Competencies for HR Business Partners – Part Two

Operations Manager

• Mastering HR theory and adapting it to unique situations
• Flawless implementation of HR policies, procedures and systems
• Communicating organizational culture to employees
• Assessing employee attitudes
• Tracking trends in employee behavior
• Communicating policies and procedures to employees
• Keeping the line manager updated on HR initiatives

Employee Mediator

• Managing conflict between employees
• Managing competing personalities in the organization
• Managing conflict between managers
• Responding to organizational changes
• Resolving problems in the execution of business plans

Emergency Responder

• Quickly responding to line manager questions
• Quickly responding to complaints
• Responding to manager’s needs
• Responding to employee’s needs
• Preparing for different situations