HR Business Partner: Roles and Responsibilities Training
Code
5031
Type
Classroom
Duration
5
Modules
5
Skill Level
Expert
Language
EN
Max
10
Certificate
Yes
Assessment
No
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added services to management and employees that reflect the business objectives of the organization.
The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture, and its competition.
- 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
- 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 Managers
- HR Team
- Executives
- Managers
- Data analyst consultants
- Conflict managers
There are no specific requirements for this Course.
Course Outline
- Traditional HR: service provider
- The 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
- 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
- Skills and competencies for HR business partners
- Data judgment
- Business acumen
- Knowledge of business strategy, market challenges, and customer needs
- Focus on the organization’s financials
- Leading vs. lagging indicators
- Demonstrating strong business analytics
- Talent management acumen
- Workforce planning
- Succession planning
- Talent acquisition
- Talent retention
- Strategic partner
- Critical HR metrics
- 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