HR Business Partner: Roles, Responsibilities and Competencies |Plus

Overview

Why Attend

Ask ten different people what it means to be an ‘HR Business Partner’ (HRBP), and you will probably get eleven different answers. As a matter of fact, there is a large number of roles with the title of HR Business Partner, each one underpinned by a different job profile, role accountability and job expectation. This course aims at providing attendees with a clear understanding of what is exactly meant by HR business partnership based on best practices in the field of modern HR management. Moreover, the course introduces the various skills and competencies that HR business partners must develop in themselves in order to add the most value and contribute to business objectives.

Course Methodology

This course will be facilitated as a workshop whereby the facilitator will engage attendees to identify the various roles and responsibilities that modern HRBPs are expected to play, as well as the necessary competencies that they should develop in themselves to play the role effectively. Various methodologies will be used including:

Short lecturettes
Brainstorming
Case studies
Group activities
Role playing

Course Objectives

By the end of the course, participants will be able to:

Describe the full implications of the modern role of the HR business partner 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 the four roles of the HR business partner
Apply the four roles of the HR business partner and their associated responsibilities
Develop and demonstrate the fundamental competencies required for an effective HR business partner performance

Target Audience

HR professionals responsible for aligning business objectives with employees and management in designated business units. This course may be attended by line or business managers interested to know how to take advantage of the internal consulting services that HR business partners can offer.

Target Competencies

Consulting
Analytical thinking
Networking
Problem solving
Communication
Conflict management
Data analysis
Leadership

Course Outline

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
- Example of the responsibilities associated with an HRBP process
- The SHRM job description for the HR business partner role

Skills and competencies for HR business partners – part one
- Data judgment
  - Business acumen
    - Knowledge of business strategy, market challenges and customer needs
    - Focus on the 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

Schedule & Fees

2026 Schedule & Fees

18–22 Oct 2026

Language English
City

USD 3,000

Per participant

18–22 Oct 2026

Language Arabic
City

USD 3,000

Per participant

29–3 Nov – Dec 2026

Language English
City

USD 3,000

Per participant

29–3 Nov – Dec 2026

Language Arabic
City

USD 3,000

Per participant

2027 Schedule & Fees

17–21 Jan 2027

Language English
City

USD 3,000

Per participant

17–21 Jan 2027

Language Arabic
City

USD 3,000

Per participant

28–4 Feb – Mar 2027

Language English
City

USD 3,000

Per participant

28–4 Feb – Mar 2027

Language Arabic
City

USD 3,000

Per participant

18–22 Apr 2027

Language English
City

USD 3,000

Per participant

18–22 Apr 2027

Language Arabic
City

USD 3,000

Per participant

30–3 May – Jun 2027

Language English
City

USD 3,000

Per participant

30–3 May – Jun 2027

Language Arabic
City

USD 3,000

Per participant

18–22 Jul 2027

Language English
City

USD 3,000

Per participant

18–22 Jul 2027

Language Arabic
City

USD 3,000

Per participant

29–2 Aug – Sep 2027

Language English
City

USD 3,000

Per participant

29–2 Aug – Sep 2027

Language Arabic
City

USD 3,000

Per participant

17–21 Oct 2027

Language English
City

USD 3,000

Per participant

17–21 Oct 2027

Language Arabic
City

USD 3,000

Per participant

28–2 Nov – Dec 2027

Language English
City

USD 3,000

Per participant

28–2 Nov – Dec 2027

Language Arabic
City

USD 3,000

Per participant

HR Business Partner: Roles, Responsibilities and Competencies

Overview

Why Attend

Course Methodology

Course Objectives

Target Audience

Target Competencies

Course Outline

Schedule & Fees

2026 Schedule & Fees

2027 Schedule & Fees

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