Business Partnering in HR Program Overview:

The Business Partnering in HR Program is designed to provide participants with the skills, knowledge and abilities necessary to effectively partner with business clients in a human resources capacity.

The program covers topics such as HR strategy, change management, employee relations, talent management, and compensation and benefits. Participants will learn how to align HR initiatives with business goals, build strong relationships with business leaders, and create value for organizations through HR practices.

Upon completion of the program, participants will be prepared to take on positions as HR business partners or managers.

Program Objectives:

– To provide participants with the skills, knowledge and abilities necessary to effectively partner with business clients in a human resources capacity

– To cover topics such as HR strategy, change management, employee relations, talent management, and compensation and benefits

– To teach participants how to align HR initiatives with business goals, build strong relationships with business leaders, and create value for organizations through HR practices

– Upon completion of the program, participants will be prepared to take on positions as HR business partners or managers.

Program Outline:

Module 1: Understanding the Role of the HR Business Partner

In this module, participants will learn about the role of the HR business partner and how they can add value to organizations. Topics covered will include an overview of the HR function, the different types of HR business partnering models, and the skills and abilities necessary for success in the role.

Module 2: Building Relationships with Business Leaders

In this module, participants will learn how to build relationships with business leaders. Topics covered will include understanding the needs and expectations of business leaders, communication strategies, and ways to add value through HR initiatives.

Module 3: Strategic Planning for HR

In this module, participants will learn how to develop strategic plans for human resources. Topics covered will include HR planning process, SWOT analysis, and creating actionable plans.

Module 4: Change Management in HR

In this module, participants will learn about change management in human resources. Topics covered will include the role of HR in change management, common approaches to change management, and ways to manage resistance to change.

Module 5: Employee Relations in HR

In this module, participants will learn about employee relations in human resources. Topics covered will include the different types of employee relations issues, strategies for managing employee relations issues, andtips for preventing employee relations problems.

Module 6: Talent Management in HR

In this module, participants will learn about talent management in human resources. Topics covered will include the different types of talent management programs, how to assess talent needs, and tips for designing and implementing talent management programs.

Module 7: Compensation and Benefits in HR

In this module, participants will learn about compensation and benefits in human resources. Topics covered will include the different types of compensation and benefits programs, how to design and implement compensation and benefits programs, and ways to evaluate the effectiveness of compensation and benefits programs.

Module 8: Creating Value through HR Practices

In this module, participants will learn about how human resources can create value for organizations. Topics covered will include the role of HR in creating value, different approaches to value creation, and case studies of organizations that have successfully created value through HR practices.

Delivery Method: This program will be delivered online.

Program Length: The program is 4 weeks in duration, but is self-paced and can be completed sooner or later.

Target Audience: This program is designed for human resources professionals who want to transition into a business partnering role, or those who are currently in a business partnering role and want to build their skills.

Admission Requirements: There are no admission requirements for this program.

Course Reviews:

★★★★★ This course was very helpful in understanding the role of the HR business partner and how to build relationships with business leaders. The modules on change management and employee relations were particularly informative. I would recommend this course to anyone who is interested in pursuing a career in human resources. J. Lopez

★★★★ I found this course to be extremely helpful in my current role as an HR business partner. It provided a great overview of the different types of HR business models, as well as the skills and abilities necessary for success in this role. I would recommend this course to anyone who is considering a career in human resources. S. O’Brien

★★★★★ This course was very informative and helped me understand the role of HR in creating value for organizations. M. Varden

Glossary:

Business Partnering in HR:

The role of the HR business partner is to help organizations achieve their business objectives by providing strategic and operational support to managers and employees. HR business partners are usually employed within the HR department of an organization, but may also be based in other departments such as Finance or IT.

Human Resources Business Partner:

A human resources business partner is an HR professional who works closely with managers and employees to provide advice and support on a range of HR issues. The role of the HR business partner is to help organizations achieve their business objectives by providing strategic and operational support to managers and employees.

HR Business Partner Role:

Business Objectives:

The business objectives of an organization are the goals that the organization wishes to achieve. These objectives can be short-term or long-term, and may be related to specific areas such as profitability, market share, or employee satisfaction.

HR Professionals:

HR professionals are those who work in the field of human resources. They may be employed in a variety of different roles, such as HR business partners, HR generalists, or HR specialists.

HR Department:

The HR department is responsible for a range of activities, such as talent management, compensation and benefits, and employee relations. The department may also be responsible for other functions such as training and development, or health and safety.

HR business partner responsibilities:

The responsibilities of an HR business partner include providing advice and support on a range of HR issues, helping to develop and implement HR policies and procedures, and working with managers to identify and solve problems.

HR business partner position:

An HR business partner is a senior HR professional who works closely with managers and employees to provide advice and support on a range of HR issues.

Junior HR business partner:

A junior HR business partner is an HR professional who works closely with managers and employees to provide advice and support on a range of HR issues. The role of the junior HR business partner is to help organizations achieve their business objectives by providing strategic and operational support to managers and employees.

HR functions:

The main HR functions are recruitment and selection, training and development, performance management, and employee relations.

HR management:

HR management is the process of managing the people who work in an organization. It includes a range of activities such as talent management, compensation and benefits, and employee relations.

Organizational strategy:

The organizational strategy of an organization is the overall plan for how the organization will achieve its business objectives. It includes a range of decisions such as which markets to enter, what products or services to offer, and how to allocate resources.

Business strategy:

The business strategy of an organization is the overall plan for how the organization will achieve its business objectives. It includes a range of decisions such as which markets to enter, what products or services to offer, and how to allocate resources.

Business managers:

Business managers are responsible for planning, organizing, and directing the activities of an organization. They make decisions about what products or services to offer, how to allocate resources, and how to respond to changes in the marketplace.

Business challenges:

The business challenges of an organization are the obstacles that the organization must overcome to achieve its business objectives. These challenges can be internal or external, and may include economic recession, competition from other organizations, or changes in government policy.

HR budget:

The HR budget is the amount of money that an organization allocates to its human resources activities. The budget may be used to fund a variety of activities, such as recruitment and selection, training and development, or performance management.

HR industry:

The HR industry is the sector of the economy that is concerned with the provision of human resources services. This industry includes a range of businesses that provide services such as recruitment, training, and development.

Business risk:

Business risk is the chance that an organization will not achieve its business objectives. risks can be internal or external, and may include economic recession, competition from other organizations, or changes in government policy.

Labor laws:

Labor laws are the rules and regulations that govern the relationship between employers and employees. These laws cover a range of issues such as job security, wages and hours, and safety.

Stakeholder management:

Stakeholder management is the process of managing the relationships between an organization and its stakeholders. Stakeholders are individuals or groups that have an interest in the success or failure of the organization. They may include customers, employees, shareholders, suppliers, or government agencies.

Business Partnering in HR