Learn about serving as an objective third party to EEs, MRs, and leaders, as well as maintaining confidentiality, and empowering managers and employees to find solutions and resolve conflicts.
- There's no doubt about it.…Change can be hard…and any meaningful change in the business…is going to have talent implications…that may be perceived as good or bad.…As an HR business partner,…you will typically be on the front lines…of any type of change that impacts your clients.…It is your role to help your client leaders…think through the talent implications,…create a detailed plan,…execute and communicate effectively,…and then quickly address any issues that may remain.…In some situations,…the business may be going through a fundamental change…like a merger or a new product line.…
In these cases,…you will likely represent HR as a single works stream…within a larger project management structure.…In other situations,…for example the departure of a leader…or opening of a new office location,…the HR business partner…may be asked to lead the change management process.…Whether the change is big or small,…start by understanding the business drivers.…This will help you to outline the decisions…that need to be made from a talent perspective…
Instructor Michael McLernon discusses the function of HR within an organization, and the skills needed to be successful as an HR business partner, regardless of company size or structure. In addition, he goes over the primary role of an HR business partner, highlighting specific areas where this role can add value to a business. Michael also covers how to engage with leaders, managers, and employees on key talent initiatives such as organization design, performance management, and employee engagement. Finally, he shows how to assess the impact of your efforts, and modify your approach as your organization—or the scope of your role—changes.
- Serving your clients
- Establishing credibility and trust
- Areas of focus for an HR business partner
- Facilitating organizational change
- Supporting talent decision processes
- Training and empowering managers
- Scaling and assessing your efforts
- Partnering internally
- Measuring your impact
- Tailoring your approach