McTimothy Associates

HR Business Partner: Roles, Responsibilities and Competencies

Why Attend

Ask ten different people what it means to be an ‘HR Business Partner’ (HRBP), and you will probably get eleven different answers. There are tons of roles, all with the title of HR Business Partner, underpinned by different job profiles. As a matter of fact, there is a clear variation in terms of role accountability and expectations. This course aims at providing attendees with a clear understanding of what is exactly meant by HR business partnership based on best practices in the field of modern HR management. Moreover, the course introduces the various skills and competencies that HR business partners must develop in themselves in order to add value and contribute to business objectives.

$ 274.30

Event Date: –

Total:

Course Outline
· 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 the manager’s needs
    • · Responding to employee’s needs
    • · Preparing for different situations

Other Courses