Do you know what it takes to become a really successful one? Do you also lack sufficient understanding of the other areas of the organisation such as finance, IT or marketing?
If you want to move from a HR generalist role to that of HRBP, you need to have new skills and abilities.
So what makes you a successful strategic HR Business Partner?
Now, consider this:
“If the business partner structure is not in place in your business, it does not mean you cannot gain the exposure and influence to fill that experience gap or that you have to leave your current employer to find one where you can become a business partner.”
Jo Faragher in the PersonnelToday article, How to become an HR Business Partner.
You want to build and strengthen a whole new set of competencies, some of which relate to talent and some which relate to business so that you deliver results that matter.
The prestigious Human Capital Institute’s Strategic HR Business Partner certification is designed to help you get there, by addressing the areas you need to strengthen, in order to become a proven and successful HR business partner. This three day programme is one of the hottest, most effective programmes for a critical new breed of Talent Advisors.
What then are the challenges you need to address to become a proven and successful HR Business Partner?
Challenge #1 You’ve got to show clear and demonstrable financial and analytic capability
The SHRBP addresses this challenge by building on three important pillars here :
Challenge #2 You’ve got to show a proven expertise in driving engagement, collaboration and retention of good talent
The SHRBP addresses this by ensuring that these behaviours are not nice benefits but rather ‘must-have’ business drivers. How? By giving you the logic and methodology you need to transform the work of your business unit leaders. You will get insight and learning on :
Challenge #3 You need to be armed with both consulting and execution skills
The SHRBP addresses this too because you cannot just prescribe activities for employees that they need to do – you have to build coalition and engineer the change you’re driving. For this, you will learn:
Kuala Lumpur, Malaysia | 15 – 17 May
Sabah, Malaysia | 03 – 05 Jul
Kuala Lumpur, Malaysia | 11 – 13 Sep
Kuala Lumpur, Malaysia | 04 – 06 Dec
Hong Kong city, Hong Kong | 27 – 29 Nov
Sydney, Australia | 17 – 19 Jul
Are you ready to get started? Sign up for the next SHRBP course !
Companies are uncovering the strategic force of their HR departments by empowering the roles of their Human Resource Business Partners (HRBPs). The signature 2015 HCI Research Report, Talent Pulse: Empowering the HR and Business Partnership examines the development, empowerment and performance of HRBPs in the workforce. What did they find?
1) A little over half of organisations surveyed report they have a Human Resources Business Partner model. Of those that do not, 43 percent are considering adoption within the next five years.The greatest challenges to transformation are lack of information, preference for the transactional, traditional model or size of the organisation. Larger organisations are more likely to have HRBPs; and
2) Employers are twice as likely to fill HRBP positions from outside of their organisation. They cannot find the skill sets needed for the roles (such as business acumen and consulting skills) in their current HR employees. Because they buy from the outside, less than half of surveyed respondents’ organisations provide training to their HRBPs.
Are you ready to get started? Sign up for the next SHRBP course!
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