HR Business Partner :Roles , Responsibilities and Competencies

Code Date City Fees Register
HR001 October 2, 2022 - October 6, 2022 Dubai – UAE $ 2000

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HR001 January 1, 2023 - January 5, 2023 Cairo - EGYPT $ 1500

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HR001 April 2, 2023 - April 6, 2023 Sharm El-Sheikh $ 2000

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HR001 July 2, 2023 - July 6, 2023 Istanbul $ 2000

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By the end of this course delegates will be able to:
– Understand the evolution of the HR Function till date and understanding the context & role of the HR Business Partner .
– Learn HR Business Partner Models, learn to conduct a Gap Analysis and steps to become strategic and align the HR Business Partner role with Business
– Develop the building blocks for becoming a Business Partner focused on developing rapport & empathy, establish & maintain trust and build credibility for themselves and the function
– Learn how to navigate politics and influence leaders to gain commitment and Buy-in
– Develop consulting skills for becoming an effective HR Business Partner.
– Learn about the different consultant roles, different consulting styles and a consulting process
– How to become a Change Champion by managing and facilitating change as an integral part of the HR Business Partner role. Learn to partner with leaders, teams, and stakeholders to implement a sustainable change process.
– Learn how to leverage HR Analytics to increase the impact of the HR Business Partner role

The Delegates

– Senior HR Business Partner
– HR Business Partner
– HR Director
– HR Generalist
– Talent Development Director
– People Manager
– Talent Analyst

The Contents

• Traditional HR: service provider
o Traditional definition of HR: get, keep, grow
o Overview of traditional HR functions
o HR now and then
o Competency based HR
o Lagging HR indicators: is HR hitting the wall?
• The new HR: from service provider to ‘architect of the talent machine’
o HR modern day definition: business results, not just HR results
o Anatomy of the HR challenge
o HR management risk
o 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)
o Definition of HR business partner
o The fundamental Ulrich model: four roles to play
– Strategic partner
– Administrative expert
– Employee champion
– Change agent
o Application of the Ulrich model: four jobs for an HR business partner
– Strategic partner
– Operations manager
– Emergency responder
– Employee mediator
o Impact on the business of the different jobs of the HR business partner.
o An example of HR business partner process related responsibilities
o The SHRM job description for the HR business partner role
• Skills and competencies for HR business partners – part one
o Data judgment
– Business acumen
– Knowledge business strategy, market challenges and customer needs
– Focus on organization’s financials
– Leading vs. lagging indicators
– Demonstrating strong business analytics
– Talent management acumen
– Workforce planning
– Succession planning
– Talent acquisition
– Talent retention
o 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
• 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
o 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
o 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


Notes :

  • Great Discount for companies and governmental Organizations .
  • All programs are held in five star hotels .
  • All lecturers have sufficient knowledge and experience to implement the programs at an optimal level .
  • A large package of services is offered to the participants .


The Discount

10% Discount if three participants together in same course from your side , 15 % if four participants & Starting form the fifth participant is free .