HR Business Partner: Roles and Responsibilities

HR Business Partner: Roles and Responsibilities

May 15 - May 18\ 2022      : London

May 09- May 13 \ 2022       : Istanbul

July 17 – July 21  \ 2022    :  Kuwait

July 17– July 21 \ 2022     :  Oman

September 04 – September 08 \ 2022  :  Amman

October 02 - October 06 \ 2022 : London

Introduction

HR Business partnering is now a popular and widespread approach to organizing the HR function and there is an ongoing debate over what the role involves, how it should be put into practice and the challenges faced.

This three-day course aims to develop the knowledge and skills of business partners to enable them to build credibility to influence key business stakeholders. Participants will familiarize themselves with the changing face of HR business partnering, explore key themes for today’s HRBP and build the capabilities required to successfully operate in today’s workplace

. Participants will develop the Understanding the payroll regulatory and compliance environment

  • Confidence in managing the payroll department
  • Skills to identify risk and implement controls
  • Ability to integrate the payroll division with the HR and finance department

 

Objectives

  • Describe the full implications of the modern role of the HR business partner.
  • Recognize how the role of HR business partner can add value to the organization and contribute to the achievement of planned objectives with other departments.
  • Identify the 5 roles of the HR business partner
  • Apply the 5 roles of the HR business partner and their associated responsibilities
  • Develop and demonstrate the competencies required for an effective HR business partner performance

 

Who should attend?

 

HR professionals responsible for aligning business objectives with employees and management in designated business units.  

 

Methodology

This interactive training course includes the following training methodologies as a percentage of the total tuition hours:

  • 30% Lectures, Concepts, Role Play
  • 30% Workshops & Work Presentations, Techniques
  • 20% Based on Case Studies & Practical Exercises
  • 20% Videos, Software & General Discussions
  • Pre and Post Test 

Outline
  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
    • Attracting and acquiring talent
    • Understanding and planning talent
    • Extending talent
    • Managing and developing talent

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
  • Impact on the business of the different jobs of the HR business partner
  • Example of the responsibilities associated with an HRBP process
  • The SHRM job description for the HR business partner role

Day 4

Skills and competencies for HR business partners – part one

    • Data judgment
      • Knowledge of business strategy, market challenges and customer needs
      • Focus on the organization’s financials
      • Leading vs. lagging indicators
      • Demonstrating strong business analytics
      • Workforce planning
      • Succession planning
      • Talent acquisition
      • Talent retention
      • Business acumen
      • Talent management acumen
    • Strategic partner
      • 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.
      • 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

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

 

Schedule 

  • 08:30 – 10:15 First Session

    10:15 – 10:30 Coffee Break

    10:30 – 12:15 Second Session

    12:15 – 12:30 Coffee Break

    12:30 – 14:00 Third Session

     

Fees

The Fee for the seminar, including instruction materials, documentation, lunch, coffee/tea breaks & snack is:  

5.250USD$