Learn how to adapt your approach based on your client's leadership style, your organization's size and structure, and your talent priorities.
- Just like no two people are exactly the same,…this will also apply to your client groups.…To be successful in your role,…it's critical for you to take the time…to get to know your clients and ask the right questions…so that you can apply your partnership approach effectively.…Keep in mind that your purpose…is to partner with the organization…to maximize employee performance…in service of the business's strategic objectives.…When establishing your approach, think through things like…do your leaders want to meet regularly, as needed, or both?…What resonates with your client leaders?…How do they measure success?…How open are they to trying new things…related to talent development?…Let's walk through an example of two client leaders…with very different thresholds for trying new things.…
Let's say you're discussing training sessions for employees.…We'll call your leaders Leader A…and Leader B for simplicity.…Now Leader A may have a high threshold…for trying new things, which is great,…but may also overdo it…by wanting to offer a training session…
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