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Certified HR Business Partner CHRBP

Course Overview

Unlock the Gateway to Strategic Excellence in HR!

HRBPs play a pivotal role at the frontline of organizational operations, seamlessly blending business strategy with people management practices and witness the evolution of your role to a heightened strategic level, where business acumen is as crucial as HR expertise.

This course is meticulously designed to empower HR professionals to claim their rightful seat as truly strategic partners to the business. Acquire essential strategic, analytical, and communication skills, from consulting and data literacy to enhancing employee experiences and sharpening your business acumen.

Our dynamic training course, doesn’t just stop at theory, you’ll dive into real-world scenarios, learning practical skills and techniques that pave the way for your success, and gain a crystal-clear understanding of HR business partnership, rooted in the best practices of modern HR management.

This course introduces a spectrum of skills and competencies that HR business partners must cultivate to not only add value but also significantly contribute to overarching business objectives. Join us on this transformative journey towards becoming a proactive HR Business Partner.

Who Should Attend

This course is designed for functional leaders, people leaders, and individual contributors seeking to advance their careers by elevating personal proficiencies, leading high-impact HR teams, and executing talent strategies that have a measurable impact on the business.

Sample titles include:

  • Senior HR Business Partner
  • HR Business Partner
  • HR Generalist
  • HR Director
  • Talent Development Director
  • People Manager
  • Talent Analyst

Course Objectives

At the end of this course, participants will be able to:

  • Describe the full implications of the modern role of in HR in becoming the ‘architect of the talent machine’
  • Recognize how the role of HR business partner can add value to the organization and contribute to the achievement of planned objectives
  • Identify that the role of HR business partner is actually made up of four jobs, not just one
  • Apply the various roles and responsibilities associated with the role of HR business partner
  • Develop and demonstrate the fundamental competencies required for an effective HR business partner performance

Course Content

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 manager’s needs
    • Responding to employee’s needs
    • Preparing for different situations

Table of Contents

Course Code DU0109 Category
Location: Dubai, UAE
Duration: 5 Days
Language: English
Cost: 15,770 SAR
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