HR Business Partner Certification

Module 1: Introduction to HR Business Partnering

• HR Business Partner concept
• Evolution of the HRBP role
• Strategic vs operational HR
• HRBP responsibilities
• HRBP operating models
• Business partnership principles

Module 2: Understanding Business Strategy

• Business strategy fundamentals
• Organisational objectives
• Business models
• Strategic priorities
• Competitive environment
• Translating strategy into people priorities

Module 3: Aligning HR with Business Goals

• Strategic HR alignment
• Understanding workforce requirements
• Connecting people initiatives to business goals
• Identifying HR priorities
• Developing aligned HR initiatives
• Measuring HR contribution

Module 4: Business Acumen for HR Professionals

• Understanding business operations
• Revenue and cost fundamentals
• Business performance indicators
• Customer and market perspectives
• Operational challenges
• Commercial thinking for HR

Module 5: Strategic Workforce Planning

• Workforce planning fundamentals
• Workforce demand analysis
• Workforce supply analysis
• Skills gap identification
• Workforce forecasting
• Scenario planning

Module 6: Workforce Analytics

• Workforce data fundamentals
• Headcount analysis
• Turnover metrics
• Absence analysis
• Workforce trends
• Data-driven decision-making

Module 7: HR Metrics and Business Insights

• Strategic HR metrics
• Key performance indicators
• Leading and lagging measures
• HR dashboards
• Interpreting workforce information
• Communicating business insights

Module 8: Stakeholder Management

• Stakeholder identification
• Stakeholder mapping
• Understanding stakeholder needs
• Building relationships
• Managing expectations
• Stakeholder engagement planning

Module 9: Influencing Skills for HR Business Partners

• Influencing without authority
• Building credibility
• Understanding stakeholder perspectives
• Persuasive communication
• Handling objections
• Building commitment

Module 10: HR Consulting Skills

• Internal consulting role
• Diagnosing business needs
• Asking effective questions
• Gathering information
• Developing recommendations
• Consulting conversations

Module 11: Strategic Talent Management

• Talent strategy
• Critical roles
• Talent segmentation
• High-potential employees
• Talent pipelines
• Talent development

Module 12: Talent Acquisition Strategy

• Workforce requirements
• Recruitment planning
• Sourcing strategies
• Candidate experience
• Selection effectiveness
• Recruitment metrics

Module 13: Performance Management

• Performance management strategy
• Goal alignment
• Performance expectations
• Continuous feedback
• Performance conversations
• Performance improvement

Module 14: Employee Engagement

• Engagement fundamentals
• Engagement drivers
• Employee listening
• Engagement surveys
• Action planning
• Measuring engagement

Module 15: Employee Experience

• Employee lifecycle
• Employee journey mapping
• Moments that matter
• Workplace experience
• Employee feedback
• Experience improvement

Module 16: Learning and Capability Development

• Capability assessment
• Skills gap analysis
• Learning needs
• Development priorities
• Upskilling and reskilling
• Measuring learning impact

Module 17: Leadership Development

• Leadership capabilities
• Leadership assessment
• Development planning
• Coaching
• Mentoring
• Building leadership pipelines

Module 18: Succession Planning

• Critical position identification
• Successor identification
• Talent readiness
• Succession pipelines
• Development actions
• Succession risk management

Module 19: Organisational Design

• Organisational design principles
• Organisational structures
• Role design
• Span of control
• Reporting relationships
• Organisational effectiveness

Module 20: Organisational Development

• OD fundamentals
• Organisational diagnosis
• Culture assessment
• Team effectiveness
• OD interventions
• Continuous improvement

Module 21: Change Management

• Change management fundamentals
• Change impact assessment
• Change readiness
• Stakeholder engagement
• Communication planning
• Managing resistance

Module 22: Organisational Culture

• Culture fundamentals
• Values and behaviours
• Culture assessment
• Culture alignment
• Leadership influence
• Culture transformation

Module 23: Employee Relations

• Employee relations strategy
• Workplace concerns
• Manager support
• Conflict management
• Employee communication
• Positive workplace relationships

Module 24: Coaching Managers

• Coaching fundamentals
• Manager capability
• Effective questioning
• Active listening
• Feedback conversations
• Development-focused coaching

Module 25: Difficult Workplace Conversations

• Preparing for difficult conversations
• Addressing performance concerns
• Managing disagreement
• Constructive feedback
• Emotional awareness
• Reaching productive outcomes

Module 26: Reward and Recognition Strategy

• Total rewards concepts
• Compensation strategy
• Recognition approaches
• Employee value proposition
• Reward effectiveness
• Aligning rewards with performance

Module 27: Digital HR and Technology

• Digital HR strategy
• HR information systems
• HR process automation
• Employee self-service
• Artificial Intelligence in HR
• Emerging HR technologies

Module 28: Building Data-Driven Business Cases

• Defining business problems
• Gathering workforce evidence
• Cost and benefit considerations
• Evaluating alternatives
• Developing recommendations
• Presenting HR business cases

Module 29: Measuring HR Business Impact

• Defining HR outcomes
• Business performance measures
• Workforce outcomes
• Evaluating HR initiatives
• Demonstrating HR value
• Continuous improvement

Module 30: Building an HR Business Partner Strategy

• Assessing business requirements
• Identifying people priorities
• Developing HRBP objectives
• Creating an action roadmap
• Defining success measures
• Strengthening long-term business partnership