HRBP Online Certification Program

“Historically, many within the HR Profession have lamented the lack of respect and acknowledgement for the services they provide. Now opportunity is banging at the door of every HR Function to reverse that situation. The need to be more strategic and business-linked is evident.” – J Robinson, and D Robinson, Strategic Business PartnerHRBP

The HRBP Certification Program provides participants with guidelines to support senior leaders as a business partner.  Participants recognize their HRBP role and the importance of knowing the business.  This program prepares participants to consult with leaders to identify HR business needs and to be the coach and support senior leader teams dealing with HR challenges. Participants learn how to create a Human Resource Strategic Plan and play the Change Agent role to implement the plan. Participants learn to apply analytics to measure outcomes.

If you are interested in gaining this certification in the field of OD to advance your career potential!  Register today!

Participants Will:

  • Understand HRBP role in analyzing, creating, supporting, and managing the HR business system
  • Recognize the Employee Champion role as representing and communicating employee needs
  • Identify how to support, advise and support senior leaders on HR initiatives
  • Develop as the HR Business Partner to support senior leaders and business goals
  • Learn how to be a change agent to support and implement change
  • Demonstrate consulting skills to influence senior leaders and help them achieve goals
  • Understand how to conduct strategic planning sessions when implementing change
  • Demonstrate how to use metrics to measure outcomes
  • Understand the new role of HR in innovation and technology

Benefits of HRBP Certification

  • Build your brand as a certified HR Business Partner
  • Apply proven methodology to create a solid HR Strategy plan
  • Become a catalyst of change in your organization
  • Lead change management initiatives effectively
  • Sharpen your HR Business Partner skills
  • Apply what you learn immediately in your current role
  • Earn 24 HRCI Credits and 24 SHRM PDUs for recertification
  • Receive a badge for promoting your HRBP Distinction on social media
  • Become certified as an “HRBP” to be recognized as a Certified HR Business Partner

Who Should Take This Online HR Certification:

  • Human Resource Professionals
  • Talent Management Professionals
  • Learning and Development Professionals
  • Those seeking career advancement in the field of HR and Organization Development

Certification Requirements

  • Attend all 8 sessions
  • Complete all assignments
  • Complete self-development plan
  • Complete a final examination – this goes on all requirements pages
  • Upon completion of these requirements, you will receive your printable certificate via email and digital badge

 

Online Sessions

Online Sessions are 3 hours long and meet once a month. Once you register, you will receive confirmation of all meeting dates and times. Each session is facilitated live by an experienced OD Consultant.

The cost of the HRBP Certification Program is $3,800.00 USD

Resources Provided:

  • One-on-one coaching
  • Participant Materials for each session – Slides, Participant Guide, and Handouts
  • Comprehensive list of HR publications and references
  • Upon completion, you will receive an official certification and digital badge to display

Features of IOD’s Certification Programs

  • Convenient

    • Connect from anywhere to the online meetings
    • Interactive sessions with experienced OD practitioners in an instructor led format
    • Virtual sessions meet once a month on the same day of the month and at the same time
  • Flexible

    • Program schedule is flexible enough to cover multiple time zones/regions
    • We understand the workplace and personal demands, in some cases we can accommodate for make-up sessions so you won’t miss the learning experience
    • One-on-one coaching
    • Participant Materials for each session – Slides, Participant Guide, and Handouts
    • Comprehensive list of OD publications and references
    • Upon completion, you will receive an official certification and a digital badge to display your distinction as an “ODCC”
  • Affordable

    • Group discount available for groups of 5 or more.
    • Special discount for referrals and additional courses.

Curriculum:

Session 1:  Understand the HR Business Partner Role — participants learn how to create an HR business system model, recognize the role of the HR business partner and the critical elements of this partnership. Review the HRBP competency requirements and your role in supporting leaders and being a champion for employees.

Learning Objectives:

  • Identify the HR Business Partner Context
  • Create a HR Business System Model
  • Recognize the Role of the HR Business Partner
  • Review HRBP Competency Requirements
  • Define your role in supporting leaders and being a champion for employees

 

Session 2:  Learn the Business – Know the culture, vision, mission, values, goals, and key decision makers. Be aware of changes and areas that need support, advise and support from senior leaders on HR Initiatives. Support the implementation. Learn how to develop partnerships and influencing skills to build relationships.

 Learning Objectives:

  • Recognize critical HR Competencies for success
  • Define HRBP areas of responsibility
  • Identify the HR Business Partner Development Blueprint
  • Determine how to increase your business acumen
  • Realize the role of the HR Strategic Partner
  • Demonstrate the role as HR Change Agent

 

Session 3Becoming a Business Partner – know your HRBP competency level– Build trust and credibility, communicate with confidence, identify needs, set expectations, contract for agreement, provide coaching, support problem solving and decision making, agree to action steps, implement and follow up.

Learning Objectives

  • Define how to align the HR Business Strategy to Business Strategy
  • Develop skills as a Strategic Business Partner
  • Recognize a HRBP competency model
  • Define HRBP Roles
  • Identify your development needs
  • Define the building blocks for building relationships and developing partnerships
  • Recognize how to build trust and credibility
  • Identify how to sell to the C-Suite

 

Session 4.  HRBP Consulting Role — Recognize your role in supporting project planning, facilitation meetings and events to conduct effective meetings, training sessions, team building and feedback sessions.

Learning Objectives:

  • Identify your role as a consultant in helping business partners
  • Recognize your role in planning, and facilitating effective meetings
  • Realize how to effectively support project teams to accomplish goals and implement actions
  • Identify a model to help teams perform more effectively
  • Practice debriefing meetings and events to gain feedback on the process and progress

 

Session 5: Strategic Planning Role — Become more effective helping senior leaders implement changes by using a strategic planning approach to create a vision, mission, conduct a SWOT analysis, identify priorities, set goals, and develop a action plan to ensure execution.

Learning Objectives:

  • Identify the role of HR in Strategic Planning
  • Collect data to assess the current HR processes
  • Create a strategic plan to identify a comprehensive HR strategy
  • Recognize how to plan and facilitate a strategic planning process
  • Create an HR strategic map to identify the HR vision and mission and action plan to achieve goals

 

Session 6: Become a Change Agent– Partnering with leaders, teams, and stakeholders to implement a sustainable change process and address resistance to change.

Learning Objectives:

  • Understand organization change and the impact
  • Identify several models to implement change
  • Determine organization readiness for change
  • Realize your role as a change agent

 

Session 7HR Analytics – Understand what metrics are and how to use them to measure results. Develop metrics that are aligned to organization strategy.  Determine which metrics are relevant to your organization and know how to compose a scorecard and measure results.

Learning Objectives:  

  • Understand HR analytics and how to use them to measure results
  • Determine which metrics are relevant to your organization
  • Define how to collect data to measure results
  • Evaluate outcomes
  • Review HR metrics and apply them

 

Session 8.  Being an Employee Advocate, Leading Innovation and Technology – Realize your role as an innovator in HR, encourage innovation to solve problems, challenge the status quo, and find unique ways to disrupt old ways of thinking. Recognize the role of HR in the new technological age.

Learning Objectives:

  • Learn your role as Employee Champion
  • Recognize and embrace technology and innovation
  • Support your organization with integrating technology
  • Identify Artificial Intelligence (AI) methods that enhance the employee experience
  • Create a plan for improving your competence as an HRBP

I, like most professionals attempting to keep skills relevant, can be daunting. When I researched an organization development certification path, I was not aware of the Institute of Organization Development. After reading the material on the website I felt that it would be a good organization to achieve relevant competencies to meet demands of a constantly changing workforce and organizational environments. The IOD courses are taught by experienced professionals who share vast knowledge of organizational methods, discuss resources such as texts, articles, authors, and organizational models of OD.

The best experience I have had in attending the IOD courses is how personable the facilitators are, how knowledgeable they are, and how they summon the knowledge and experiences of all learners to share with the group. As a previous college Dean, I quickly realized that these courses were a perfect match of academic research and practical application for a private or public sector environment. I have met learners who reside in other countries who share their organizational development and HR Business Partner experiences from a global perspective. I would have never known that these similarities existed if I had not taken IOD courses. You gain the connections and tools necessary to start, improve, or expand your HR/OD consulting expertise from an internal and external perspective of the organization.

I highly recommend IOD for any professional who wants to have an in-depth experience into organization development and how to apply new strategies and methods to expand your impact in every organization you come in contact with.  The value proposition of the IOD courses are a wise investment into a prosperous future.

Respectfully,

Bill Thompson, MSHRM, MALS, SHRM-SCP

Organizational Development & Training Analyst

Human Resources Department

City of Fort Myers, Florida

“Try not to become a person of success, but rather try to become a person of value” – Albert Einstein


The HRBP helped me to apply learnings in my current role by being proactive versus reactive and providing solutions to the teams I worked with has been increased.  I am viewed as a trusted advisor and a leader on my teams. This program provided specifics as to what an HRBP is outside of the definition.  Great examples and shared learnings from a group perspective.  Many skills were learned and I think a very important skill of the HRBP role is relationship building.  My facilitator, Toni Ford shared her experiences which brought the concepts to life. –Would recommend it highly.


This course provided me with a holistic overview on different HR methodologies and practices that I was able to apply in my current role as an Organizational development manager( Partnering with all business stakeholders 7 understanding the business). I am new in this role and having new tools to support my COO has allowed me to show her what an HRBP can do as a partner.  One of the skills that has resonated with me was learning to be a Partner not a point of transaction.


I was able to demonstrate HR/OD processes such as Learn the Business – understanding the Culture, identified the HR Vision, Mission, Values, Goals,  which go in line with the organization wide strategy. I was able to capture the areas that need support, advise and support senior leaders on HR Initiatives, Support the implementation, and  Learn how to develop partnerships and influencing skills to build relationships.


I was recently promoted to a HRBP role so the information I received throughout the training was invaluable. Each week’s lesson seemed to fit exactly with what was going on in our organization at that time and I was able to apply each lesson immediately. It was as if the course was designed specifically for me and our organization.


I learned the importance having a good understanding of the business and to utilize change management models. Business acumen plays an important role as I worked with leaders to support their strategic imperatives and develop their employees for the future. Our company just rolled out an initiative which we branded “#FutureReady”. We are preparing our people for the future and I will use the skills learned in these training sessions to assist me.


I am new in my role as a HRBP and this class has provided a good foundation of knowledge and tools that I look forward to utilizing as I develop in my role.


This program has helped me in so many ways.  One major takeaway was that I was able to appropriate with my client in a way that has made significant changes in how I am able to partner with teams.  I feel that my knowledge base is much more well rounded and I am more of an asset to my organization.


This program supported my career growth by being able to partner with my client in a whole new way.  I was able to help my client base successfully navigate through a massive change and ensure the work was being done in a way that was best for the business while still being a champion for the employee.