HR Business Partner (HRBP) Training Course

Course Overview

Learning Objectives

• Analyze the purpose, responsibilities, and value of the HR business partner role within the HR operating model on Day 1.
• Assess the participant's current HRBP practice and identify the balance between strategic, operational, and transactional activities.
• Develop a business profile of the participant's client group covering strategy, priorities, operating model, financial drivers, and key performance measures.
• Strengthen business acumen by interpreting key financial and operational information and linking it to people issues.
• Apply a structured HR consulting cycle covering contracting, diagnosis, solution design, implementation, and evaluation.
• Design a stakeholder map and engagement strategy for senior leaders and managers in the client group.
• Implement influencing, questioning, and constructive challenge techniques in discussions with business leaders.
• Apply people data and HR analytics to diagnose issues and present evidence-based recommendations.
• Align workforce planning, talent reviews, succession, and capability development with client group priorities.
• Develop practical approaches for supporting leaders through organizational change and restructuring.
• Evaluate effective ways of working with centers of expertise and HR shared services to deliver integrated solutions.
• Design an HRBP people plan for the participant's client group by the end of Day 5.

Who Should Attend

Learning Outcomes

• By the end of the course, participants will be able to:
• Explain the HRBP role clearly and position it effectively with business leaders and HR colleagues.
• Describe the strategy, priorities, and performance drivers of their client group and link them to people issues.
• Interpret key financial and operational measures and use them to frame HR discussions in business terms.
• Contract with leaders to clarify the real problem, expected outcomes, roles, and success measures.
• Diagnose people and organizational issues using data, interviews, and structured analysis.
• Develop and present practical, evidence-based recommendations to senior stakeholders.
• Influence and constructively challenge leaders while maintaining trust and credibility.
• Facilitate talent reviews and workforce discussions with leadership teams.
• Advise leaders on managing change, restructuring, and complex employee relations cases.
• Coordinate with centers of expertise and shared services to deliver integrated solutions.
• Build and prioritize an annual people plan for their client group.
• Implement a personal development plan to strengthen their effectiveness as an HR business partner.

Course Outline