HR Business Partner: Roles, Responsibilities and Competencies

About the Course

Name: HR Business Partner: Roles, Responsibilities and Competencies

Code: HRM-108

Sectors: HR Strategy & Training

  Date   Days   Venue   Fees
26 - 30 Jun 2022 5 Live Online Classroom $1,550 BOOK NOW
23 - 27 Oct 2022 5 Dubai, UAE $3,950 BOOK NOW

Introduction

HR business partnering is currently one of the popular approaches of organizations in organizing their HR function because it’s proven to add significant business value. HR business partners are relatively work closely with business leaders to improve and develop workforce performance, foster and nurture strategic people enablers such as talent, leadership and culture, as well as develop people solutions, to achieve the organization’s objectives. This 5-day BOOST training course is designed to provide participants with the relevant concepts about the roles, responsibilities and competencies needed to be an effective HR Business Partner.

Objectives

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

  • Gain a comprehensive understanding of the role of HR business partners and how it contributes to the achievement of organizational objectives while adding business value.
  • Learn the four foundations of business savvy HR and understand how to apply this in their organization 
  • Identify the various roles and responsibilities associated with the role of HR business partner and to demonstrate the competencies required for an effective HR business partner 
  • Learn the changing context in which HR is operating and the resulting shift in expectations and skills required of the HRBP role.
  • Improve and create a plan for personal development as an HRBP.

Training Methodology

This training course is designed to be interactive and participatory, and includes various learning tools to enable the participants to operate effectively and efficiently in a multifunctional environment. The course will use lectures and presentations, and group discussions.

Outline

Day 01

  • Traditional HR: service provider 
  • Overview of traditional HR functions 
  • Competency based HR
  • HR modern-day definition: business results, not just HR results
  • HR challenge 
  • The corporate talent system; an integrated approach 
  • Attracting and acquiring talent 
  • Understanding and planning talent
  • Extending talent 
  • Managing and developing talent

Day 02

  • 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

Day 03

  • 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 o 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.

Day 04

  • 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

Day 05

  • 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

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