HR as Business Partner:
The HR as Business Partner course is particularly relevant for new HR business partners as well as those aspiring to this role.
The HR as Business Partner course is also suitable for HR directors and senior managers who are considering implementing a business partnering approach or wanting to improve their success with HR partnering.
Course overview:
Business partnering has profound implications for HR and development professionals. For many of us it means new roles, new skills and new careers. Yet business partnering is little understood, often implemented differently, and often problematic.
The HR as Business Partner course provides valuable information on how partnering operates in practice in both the public and private sector – its successes, common problems and options for moving forward. The HR as Business Partner course also looks at the development of business partners and options for how you can progress partnering either personally or within your organisation.
Course benefits:
By the end of the HR as Business Partner course, you will be able to:
- appreciate the business partnering approach, its key drivers and how it differs from
- approaches such as internal consultancy; HR manager or director role
- assess the implications for HR careers and your organisation as a whole
- recognise the attitudes, knowledge and skills required of an HR partner
- assess your own organisation’s readiness for HR partnering
- devise strategies for influencing line managers to ensure the success of HR within the organisation
- develop a personal ‘partnering’ action plan.
Content Areas:
What is HR business partnering?
- Concepts of partnering
- Partnering’s promise – how it delivers benefits
- Partnering’s problems – when partnering struggles
- Partnering journeys – review of partnering paths taken
- Lessons learned from organisations that have successfully implemented partnering.
What makes a great HR business partner?
- The model business partner – key competencies, values and experience
- Implications for HR careers today and tomorrow.
Development of HR business partners:
- Best methods for developing business partners
- The options – their pros and cons and application
- The need for internal sponsorship.
Operating as an HR business partner:
- New challenges for the delivery and management of HR
- Operational lessons; overcoming common difficulties
- Organisational ‘readiness’ for HR partnering
- Selling HR partnering to line managers – tips from successful partners
- Roles within HR; relationships with other HR professionals
- ‘Quick wins’ to increase credibility
- Ensuring the delivery of benefits.
Key actions:
- What might this mean for your organisation and for you?
- Short-term plans to assess or support partnering.
