Support senior leaders as a business partner to promote and develop better people management practices.
Support senior leaders as a business partner to promote and develop better people management practices.
Organizations are faced with so many challenges today retaining and recruiting employees. Our role is to support the leadership team as an HR Business Partner, represent HR Business Strategies, and act as an Employee Champion. In this certification program, you gain skills to build your reputation as an HR Business Partner while guiding business leaders through HR challenges. You’ll learn how to advance as an HR Business Partner, create HR Strategic Plans tied to strategic goals and apply meaningful analytics to measure real-world business outcomes.
The HRBP is the go-to certification for professionals looking to take their careers to the next level!
Virtual-Instructor
3 Hours Per Session
Once Per Month,
8 Months
24 SHRM PDCs; 24 HRCI Business recertification credit hours
Start down the path to becoming a top notch HR Business Partner
The Human Resource Business Partner Certification Program (HRBP) provides participants with skills, tools, and practical application to advance in their role as an HR Business Partner. Participants determine how to develop skills in business strategy and acumen, business partnering, consulting, employee champion, and how represent HR as an advisor to the leadership team on current and future HR business needs. Participants recognize their role in helping to advance the Human Resource Strategic Plan and their role as a Change Agent.
The Human Resource Business Partner Certification Program (HRBP) provides participants with skills, tools, and practical application to advance in their role as an HR Business Partner. Participants determine how to develop skills in business strategy and acumen, business partnering, consulting, employee champion, and how represent HR as an advisor to the leadership team on current and future HR business needs. Participants recognize their role in helping to advance the Human Resource Strategic Plan and their role as a Change Agent.
Session 1. Role of the HR Business Partner Focuses on the HR business partner context, the role of the HR Business Partner and the foundations of partnership, HRBP competency requirements, HRBP role in supporting leaders and being a champion for employees.
Session 2. Know the Business Focuses on the importance of understanding the culture, vision, mission, values, goals, key decision makers, being aware of changes, and areas that need support, advising and supporting senior leaders on HR Initiatives and the implementation, developing partnerships and using influencing skills to build relationships.
Session 3. Becoming an HR Business Partner and Employee Champion Addresses the HRBP roles as an HR expert to offer support and guidance on HR Strategies and Issues, aligning HR with the business, developing relationships to build trust, credibility and establish rapport.
Session 4. HRBP Consulting Role Focuses on the HR consulting role in helping clients, leading HR change initiatives planning, facilitating planning meetings, implementing change, and measuring results.
Session 5. Strategic Planning Role Includes using a strategic planning approach to creating a vision, mission, conducting a SWOT, identifying priorities, setting goals, and developing an action plan to ensure plans are executed.
Session 6: Becoming a Change Agent Focuses on partnering with leaders, teams, and stakeholders to implement a sustainable change process and support overcoming resistance to change
Session 7. HR Analytics Addresses the value of HR metrics, developing metrics that align and are relevant to organization strategy, collecting data, and composing a scorecard.
Session 8. Employee Champion, Innovation and Technology Focuses on the HR innovator role, encouraging innovation to solve problems, challenging the status quo, finding unique ways to disrupt old ways of thinking, integrating technology into solutions.
IOD has provided OD Certification Programs globally for over 22 years in 27 countries certifying over 12, 000 OD Professionals. Our team of OD professionals have worked in the field of OD as OD Consultants for more than 30 years and share their valuable knowledge and coaching.
Career Growth – We support our participants to advance their careers. 80% of our participants reported they advanced in their career with their current employer before completing the program. They are promoted and/ or a position is created for them in OD. Many of their companies realize the need for an OD Department. We continue to support career growth and ongoing development after they complete the program.
We offer professional development workshops, GIODN – our global OD professional network group- with monthly events, professional OD Directory, over 65 downloadable OD tools,
Participants are proud to add their professional credentials to Linkedin and other social media. This helps recruiters locate potential candidates for OD Positions.
Our customers are important and we continue to provide updated services such as video recordings, Learning Management System 6 months free membership in GIODN.
The best learning experience is gained through sharing what you’ve learned with your colleagues and managers and to begin applying the action research model, processes and tools immediately.
Through our practice activities you will gain insight into your own perceptions, strengthen your human interaction and human dynamics skills needed as an OD professional. Participants learn how to be mindful of others through use of self, and recognize differences in others, and build trust through interpersonal communication skills such as trust building, asking reflective questions, listening with empathy, supporting the client’s needs, and gaining agreement and buy-in to actions.
The Human Resource Business Partner Certification Program (HRBP) provides participants with skills, tools, and practical application to advance in their role as an HR Business Partner. Participants determine how to develop skills in business strategy and acumen, business partnering, consulting, employee champion, and how represent HR as an advisor to the leadership team on current and future HR business needs. Participants recognize their role in helping to advance the Human Resource Strategic Plan and their role as a Change Agent.
The Human Resource Business Partner Certification Program (HRBP) provides participants with skills, tools, and practical application to advance in their role as an HR Business Partner. Participants determine how to develop skills in business strategy and acumen, business partnering, consulting, employee champion, and how represent HR as an advisor to the leadership team on current and future HR business needs. Participants recognize their role in helping to advance the Human Resource Strategic Plan and their role as a Change Agent.
Session 1. Role of the HR Business Partner Focuses on the HR business partner context, the role of the HR Business Partner and the foundations of partnership, HRBP competency requirements, HRBP role in supporting leaders and being a champion for employees.
Session 2. Know the Business Focuses on the importance of understanding the culture, vision, mission, values, goals, key decision makers, being aware of changes, and areas that need support, advising and supporting senior leaders on HR Initiatives and the implementation, developing partnerships and using influencing skills to build relationships.
Session 3. Becoming an HR Business Partner and Employee Champion Addresses the HRBP roles as an HR expert to offer support and guidance on HR Strategies and Issues, aligning HR with the business, developing relationships to build trust, credibility and establish rapport.
Session 4. HRBP Consulting Role Focuses on the HR consulting role in helping clients, leading HR change initiatives planning, facilitating planning meetings, implementing change, and measuring results.
Session 5. Strategic Planning Role Includes using a strategic planning approach to creating a vision, mission, conducting a SWOT, identifying priorities, setting goals, and developing an action plan to ensure plans are executed.
Session 6: Becoming a Change Agent Focuses on partnering with leaders, teams, and stakeholders to implement a sustainable change process and support overcoming resistance to change
Session 7. HR Analytics Addresses the value of HR metrics, developing metrics that align and are relevant to organization strategy, collecting data, and composing a scorecard.
Session 8. Employee Champion, Innovation and Technology Focuses on the HR innovator role, encouraging innovation to solve problems, challenging the status quo, finding unique ways to disrupt old ways of thinking, integrating technology into solutions.
IOD has provided OD Certification Programs globally for over 22 years in 27 countries certifying over 12, 000 OD Professionals. Our team of OD professionals have worked in the field of OD as OD Consultants for more than 30 years and share their valuable knowledge and coaching.
Career Growth – We support our participants to advance their careers. 80% of our participants reported they advanced in their career with their current employer before completing the program. They are promoted and/ or a position is created for them in OD. Many of their companies realize the need for an OD Department. We continue to support career growth and ongoing development after they complete the program.
We offer professional development workshops, GIODN – our global OD professional network group- with monthly events, professional OD Directory, over 65 downloadable OD tools,
Participants are proud to add their professional credentials to Linkedin and other social media. This helps recruiters locate potential candidates for OD Positions.
Our customers are important and we continue to provide updated services such as video recordings, Learning Management System 6 months free membership in GIODN.
The best learning experience is gained through sharing what you’ve learned with your colleagues and managers and to begin applying the action research model, processes and tools immediately.
Through our practice activities you will gain insight into your own perceptions, strengthen your human interaction and human dynamics skills needed as an OD professional. Participants learn how to be mindful of others through use of self, and recognize differences in others, and build trust through interpersonal communication skills such as trust building, asking reflective questions, listening with empathy, supporting the client’s needs, and gaining agreement and buy-in to actions.
Watch our webinar to learn how HR departments have transformed and redesigned their resources by employing business and OD skills to become a strategic partner and leader
