How to Make a Greater Contribution as a Strategic Human Resource Business Partner

About the Course:

The role of the HR business partner is more important than ever, now that there are more demands on HR to add value. And more leaders are realizing that by making better use of their employees, they can better achieve the profitability goals of the business.

In addition, more transactional HR work is being outsourced, so HR cannot only focus more on the strategic side of the business but is also being asked to make a strategic contribution and develop people strategies that clearly add value to bottom-line results. This is the role of the HR business partner.

At its most strategic, an HR business partner works closely with other business leaders, influencing strategy, steering its implementation, and making the best use of the organization's people.

The HR business partner role is more of a consultative role. Human resource business partners have clients within the organization to whom they provide services and build relationships focused on the vision and objectives of the organization with much less focus on compliance and administration.

Course Objective:

• Utilizing a Strategic Frame of Reference to Develop an HR Strategic Plan Supporting Your Organization’s Business Plan
• The Challenges and Significance of the Internal Service Provided by You and Your Department
• Closing Any HR Service Gaps: a Process to Cause Your Internal Customers to Feel That They are Receiving What They Need & Expect
• The Aspects of Your HR Service Most Important to and Valued by Your Internal Customers
• Aligning Your HR Processes with Your Organization’s Business Plan
• Effectively Carrying Out Your Daily Role as a Coach and Counselor - to Your HR Team

This webinar will provide:

• Models & techniques for HR professionals to use in delivering improved service to their internal customers
• Ways in which HR can be an essential, viable, value-producing member of the leadership team
• A methodology for developing & implementing a strategic HR plan that is linked to and supports your organization’s business plan
• Research shows considerable agreement between business leaders and HR professionals as to the preferred vision for HR:
• Business leaders want HR to make visible, meaningful contributions to the business strategy
• HR professionals want to manage the organization's HR processes so that they have a significant impact on the success of their organizations
• Unfortunately, however, many HR departments are seen as processing transactions vs. turning their internal customers' strategies into the HR department’s priorities to deliver desired outcomes

Today's HR business partners need to be:

• Internal customer-focused - knowledgeable of their customer's expectations and needs
• Strategic - offering services aligned with their customer’s expectations and the business strategy
• Change-oriented - continuously improving those HR services for their customers’ benefit and technically competent

Making the significant transition from the traditional to the strategic HR role is best accomplished by adhering to an HR Internal Service Improvement Process that involves:

• Identifying HR's primary customer(s)
• Seeking customer feedback utilizing a SWOT analysis, Internal Customer Report Card, Service Level Agreements and/or I/P Matrix
• Sharing customer feedback with the employees in the department
• Creating a strategic service improvement plan based on customer feedback
• Developing standards of performance for key HR Moments of Truth & processes
• Recognizing and rewarding customer-oriented behavior from HR department employees and keeping the HR Internal Service Improvement Process ‘alive’

Who is the Target Audience?

• Human Resource Professionals, Supervisors, Team Leaders, Business Owners, Senior Executives, Entrepreneurs, Personal Development Specialist, Society for Human Resource Management, International Leadership Association, American Management, Managers, Team Leaders, Team Members, Coaches, Mentors, Department Heads, Trainers, Change Agents

Basic Knowledge:

• No prior knowledge is required