• 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 
• 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

• Analytical thinkers
• Problem solvers
• Communicaors
• Data analyst consultants
• Conflict managers

Day 1

• 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?

Day 2

• 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

Day 3

• 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

Day 4

• Skills and competencies for HR business partners  
• 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
• Critical HR metrics

Day 5

• 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

RECTUS attendance certificate will be issued to all attendees completing minimum of 80% of the total course duration.