Advanced Skills for HR Business Partnering

Gain commitment to sustainable change and performance through credible strategic partnering

Do you want to be an HR Business Partner?

The role of the HR Business Partner is to work in partnership with key internal and external stakeholders to achieve their strategic ‘people’ and business’ objectives. This entails how effectively the organisation can utilise it’s human resource talent (talent asset), to deliver the best quality of innovation and productivity, customer experience, and ultimately the best financial and longevity results for the organisation.

The Advanced Skills for HR Business Partnering course is a practical programme that will enable learners to develop the mindset of an effective strategic partner, as well as the skills, behaviours and tools required to enhance their approach. The fundamental skill set of a successful BP is different to traditional HR roles – and include consultancy skills, change management, stakeholder management, and strong influencing capabilities. HRBP’s need to be business savvy, credible individuals with the ability to form deep, strong relationships and really get ‘under the skin’ of the organisation.

This change in role and thus the accompanying required skill-set needs to be explicitly recognised, and time needs to be invested in professionals that are becoming Business Partners or wanting to enhance their current practice.

This HR business partner training has been designed by experts who have worked extensively with global organisations in developing their people into high-performing partners capable of delivering real commercial value through their interactions with line managers and other stakeholders across all levels within an organisation. It provides a comprehensive understanding of what it takes for someone from within Human Resources (HR) or Learning & Development (L&D) function to become a true business partner – one who can add significant value beyond transactional activities. You will learn how best practice approaches are applied in some leading companies around the world today so that you can take those lessons back into your own workplace environment immediately after completing this programme.

“This human resources development programme has been developed for Leaders and Practitioners who want to work in partnership with their clients to focus on resolving organisational and people issues and delivering measurable results.”

Who should attend

Leaders who want to enhance their understanding of organisational and people issues and who want to work in close partnership with key decision-makers
HR Business partners who are new to their role or who would like to develop their skills to support the organisation’s wider aims and objectives
Business Partners across other back-office functions

Benefits

The in-person and Live Virtual Classroom formats are both highly interactive, which will enable participants to explore new knowledge and techniques through practical engagement

Understand the relationship between Strategic HR, HR Business Partnering, as well as Organisation Development and Effectiveness, and the value each contributes to the organisation
Have a deeper understanding of the HR Business Partner role and what a commercial and strategic business partner looks and feels like
Have a greater understanding of how to work systemically, utilising HR Data/Analytics and how this adds greater value to the organisation
Develop more intuitive consulting and facilitation skills to effectively assist leadership teams, departmental teams and cross-functional groups to coordinate and deal with issues, conflicts or breakdowns
Understand the interplay between the Business Strategy and the Human Resource Talent and how to enable the greatest level of synergy, thereby enabling high levels of productivity and ultimately delivery of strategic goals

Draw on the integral understanding of the business and the strategy (gleaned during the programme), the HRBP will understand how to drive the culture to ensure alignment of the organisation’s goals, with employee mindsets, behaviours and motivations
Have a clearer picture of the various evaluation constructs for evaluating HR’s impact and interventions and assess their organisation’s HR contribution (being able to evaluate the impact of ‘softer’ projects and initiatives)
Develop greater confidence and centred emotional responses as a practitioner, in demonstrating leadership and the ability to influence others, especially in pressurising situations
Understand the Transformative Nature of Conversations, and develop more advanced skills in conducting challenging conversations and navigating organisational dynamics and politics

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Syllabus

Framing the Context: The Role of HR Business Partnering

Mapping the Domain of HR
Essential elements of the HR Business Partner Role
Mapping and Analysing the HR function
Process Consulting

Understanding Business Strategy, Competitive Advantage and Value Proposition

Strategy & the Interplay of the Components of Strategy
HR’s Strategic Contribution – Thinking Strategically as an HRBP
Ulrich’s ‘Line of sight’ model of HR interventions
Data-Informed Decisions and Interventions
Organisational Culture and Culture management – Assessing Culture to ascertain when to implement change (locally and across international boundaries)
Strategic H.R. Metrics and Levers – measuring HR’s impact

Enhancing your Personal Impact and Credibility for Effective Consulting

Consulting & the Steps to a Partnership Approach
Centered Coaching Approach – Giving & Receiving Feedback, Recommendations and Challenges, etc.
Embodied Learning: Recognising Language, Principles & Practices & strategies for overcome the patterns that arise in intense or pressured situations
The Doing and Being of the Communication Modality© – Mastering the mechanics of a conversation in relation to Embodied coordinating

HRBP in Action

Experiential ‘Real Work’ Skills Practice

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