HRD

Strategic HR Business Partner (sHRBP) Certification

Learn how to become a high impact, strategic partner to your clients

3 day in-person class or 6 half-day online sessions

Offered in-person, online, and in-house

Accredited by Human Capital Institute US

Course Introduction

You’ll work your way through HCI’s Prepare/ Partner/ Perform framework, using your own business challenge.

Are you ready to work as a strategic, high impact partner to your business and help make work better for people? Would you like to move from being reactive to proactive? To increase your credibility through your business and financial acumen? To enhance collaboration with your clients and CoEs? To work as a trusted advisor?

HCI can help. Our course has been designed just for you by experts in HR and learning.

Our proprietary research has determined the strategic mindsets and skillsets necessary for you to advance both your career and your organization. We know the best practices of high-performing HR organizations and we’ve made it easy for you to incorporate them into your work.

During our intensive 3-day certification program, you will be immersed in a highly interactive, hands-on learning experience and equipped with processes and tools necessary to put ideas into action.

Best of all? You’ll be able to work on a real business challenge during class and consult with our expert facilitators and your colleagues.

Expert Course Trainer

Learning Objectives

Prepare

Work credibly with clients to support organizational strategies

Partner

Develop collaborative relationships that impact business outcomes

Perform

Implement and measure effectiveness of talent management initiatives and solutions

What You’ll Learn?

You’ll work your way through HCI’s Prepare/Partner/Perform framework using your own business challenge. You will learn how to:

Work More Strategically
  • Approach your work with a strategic mindset that is collaborative, evidence-based, business driven, and adaptable
  • Make incremental changes to work more proactively
  • Align talent strategy with business strategy and goals
  • Speak the language of the business
  • Understand the thought processes, goals and strategies used to make business decisions
  • Understand what it means to be strategic and how to act strategically
  • Increase credibility and influence through value that is added in every interaction
Demonstrate Business & Financial Acumen
  • Understand business and financial terminology and concepts
  • Identify and communicate quantifiable benefits of talent initiatives
  • Justify talent initiatives by demonstrating benefits and ROI
Use Meaningful Business Analytics
  • Use metrics that align with business objectives, even if data is housed across multiple databases/sources
  • Communicate evidence-based insights to gain buy-in and drive change
Enhance Your Consulting Skills
  • Partner with business functions and consult to determine root causes
  • Communicate the value of HR/talent initiatives through the lens of the business
Co-Create Solutions
  • Collaborate with clients and CoEs to create talent management solutions that increase engagement, retention, development, and strategic talent acquisition efforts
  • Use project management to collaborate with all stakeholders, enhance buy-in, and implement initiatives effectively
Manage Change
  • Understand the different phases of change, common objections to change, and how to lead others through change
  • Drive change through people, measuring results, and making it sustainable
Measure Progress
  • Evaluate talent management outcomes with business metrics
  • Scale solutions so that resources are used wisely and impacts are greater

Who Should Attend?

Because strategic HR is not a role but a way to work, this curriculum is suitable for any early- or mid-career professional who wants to increase credibility, influence, and impact. If you’d like to boost your business and financial acumen, analytics capabilities, consulting skills, and solution design and implementation, this course will help you.

If you are a specialist working in a Center of Expertise, the focus on business and financial acumen, as well as collaboration and co-creating solutions, will help you increase your value to clients and partners.

sHRBP is also suitable for teams or functions transforming from tactical functional specialists to strategic, high impact partners. Since the class focuses on solving a real business challenge, participants will leave with an action plan that they can immediately implement.

Earn Credits Towards Leading Industry Certifications

This certification has been approved for 19.5 General recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.

SHRM has pre-approved this certification for 19.5 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.

The 19.5 hours completed can be counted toward re-certification for any HCI certification.

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met the criteria to be pre-approved for recertification credit. Human Capital Institute is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP℠ or SHRM-SCP℠.

Detailed Agenda

Adopting a strategic mindset

• Understanding the Prepare/Partner/Perform framework
• Adopting a strategic mindset and skillset
• Assessing yourself on the strategic continuum
• Working through a strategic lens

Analyzing business data to create insights and guide decisions

• Understanding the importance of business data to HR
• Asking critical questions
• Identifying internal and external business factors
• Measuring business impact with business metrics

Aligning overall talent strategy to business priorities and objectives

• Understanding HR’s pivotal position
• Aligning talent strategy to business strategy
• Increasing your relevance to business
• Describing multiple types of business strategies
• Varying talent management strategies according to business strategies
• Documenting priorities and measurements
• Communicating with the Talent Management Value Approach
• Aligning HR interventions with talent and business strategies

Consulting with clients to determine issues and root causes

• Reviewing a day in the life of an HRBP
• Understanding consulting types: reactive vs. proactive
• Using a consulting model
• Creating a questioning strategy
• Determining root cause
• Collecting data and preparing insights
• Collaborating with partners
• Sharing findings with clients
• Developing recommendations
• Working with CoEs

Creating solutions that drive impact and change

• Understanding your role as an HRBP
• Developing HR interventions throughout the talent management cycle
• Using the appropriate talent management solutions holistically
• Aligning business issues, talent issues, and solutions

Communicating progress to gain champions and influence positive change

• Creating change through people
• HCI’s Change Management Model
• Understanding resistance to change
• Making the case for change
• Communicating about change

Solving business issues by implementing solutions

• Recognizing the need for project management
• Using different approaches to project management (agile vs. waterfall)
• Implementing a solution: four steps
• Addressing project management challenges

Sustaining solutions by evaluating impact and iterating

• Measuring business outcomes
• Using the analytics value approach to create insights and take action
• Visualizing data
• Use storytelling to drive key points
• Scaling solutions

Action Planning

• Determining what you can do immediately, in 30 days, in six months, and in a year

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