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2 - HRC - Human Resources

HRC 165 - HR Business Partner: Roles and Responsibilities

Code Start Date Duration Venue
HRC 165 08 July 2024 5 Days Istanbul Registration Form Link
HRC 165 12 August 2024 5 Days Istanbul Registration Form Link
HRC 165 16 September 2024 5 Days Istanbul Registration Form Link
HRC 165 21 October 2024 5 Days Istanbul Registration Form Link
HRC 165 25 November 2024 5 Days Istanbul Registration Form Link
HRC 165 30 December 2024 5 Days Istanbul Registration Form Link
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Course Description

 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 service to management and employees that reflects 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.


Course Objectives

  • 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

Who Should Attend?

  • Analytical thinkers
  • Problem solvers
  • Communicaors
  • Data analyst consultants
  • Conflict managers

Course Details/Schedule

Day 1

  • 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?

Day 2

  • 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

Day 3

  • 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

Day 4

  • 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

Day 5

  • 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