The definition of a HR business partner is an experienced human resource professional who works directly with an organization's senior leadership to develop and direct an HR agenda that closely supports organizational goals. Rather than working primarily as part of the internal human resources department, the HR business partner works closely with senior leadership, perhaps sitting on the board of directors or collaborating regularly with the C-suite. Placing a human resources professional in close contact with executive leadership makes HR a part of the organizational strategy. The business partner model for human resources is becoming more and more popular among business organizations

1. Be A Certified Strategic HR
What is an HR business partner?
The definition of a HR business partner is an experienced human resource professional
who works directly with an organization's senior leadership to develop and direct an HR
agenda that closely supports organizational goals. Rather than working primarily as part
of the internal human resources department, the HR business partner works closely
with senior leadership, perhaps sitting on the board of directors or collaborating
regularly with the C-suite. Placing a human resources professional in close contact with
executive leadership makes HR a part of the organizational strategy. The business
partner model for human resources is becoming more and more popular among
business organizations.
What does an HR business partner do?
The role of the HR business partner is to make sure human resource policy and
procedure throughout the organization fit the needs, goals, and aims of the organization
and its top leadership. There is less focus on administration, compliance, and
management. Rather than performing the day-to-day trainings or dealing with policy
wording or the details of benefits packages and hiring, the HR business partner works
with the big picture.
The person in this position determines and steers the objectives of the human
resources department of the organization, focusing more on developing strategy rather
than implementing policy. The HR business partner ensures that HR strategy fits into
the organization’s overall business strategy.
The HR business partner is not a vice president, nor is this person a human resource
manager. Instead, an HR business partner is more of a consultant who works in human
resources, building relationships and providing resources in departments throughout the
organization.
What is the definition of a business partner?
The definition of a business partner includes any contractual, exclusive bond between
parties that represents a commercial alliance. The two parties may be individuals who
agree to work together to create and manage a business. The parties may also be
separate teams, groups, or businesses that agree to cooperate and work together for a
mutually beneficial common purpose.
What does it mean to be a strategic business partner?

2. A strategic business partner is a leader who is included in conversations about the
future, mission, goals, and overall strategy of a company or organization. A strategic
business partner, while not a member of the C-suite or executive leadership team, has a
voice in their HR conversations. A strategic business partner is a consultant whose
opinions and ideas are valued. The HR business partner is generally considered to be a
strategic business partner that can offer recommendations, make decisions, and carry
out goals.
To be valued as a strategic business partner and merit an invitation to conversations
about the organization’s future, a human resources professional must have a certain set
of skills and knowledge. This professional must understand all areas and departments
of the business, and how HR can benefit these aspects. The individual is skilled in
listening to problems and ideas, and in clearly articulating solutions.
HR business partner vs. HR manager
An HR business partner and HR manager are separate roles and represent two
different models of conducting human resources services within an organization. The
HR manager’s work focuses around developing policy and enforcing procedure. This
position is accountable for systems such as processing payroll, recruiting, hiring, system
administration, and more. The HR manager oversees the HR department.
The HR business partner, on the other hand, does not have administrative
responsibilities over a department. Their primary function is to work with the company’s
senior leadership team and with department managers to help guide and communicate
overall company strategy. HR business partners collaborate with the HR department
while consulting the executive team on HR issues and initiatives. They may have a
hand in developing HR initiative and strategy that affects the whole organization.
Who Gets HRBP and Why?
A combination of structural and headcount criteria typically drive which groups are assi
gned an HRBP. Structural criteria help ensure effectiveness and headcount criteria en
sure cost effi- cient staffing. A few consideration on Structural Criteria are:
1. Structural Criteria: HRBPs are almost always assigned to the highest level of a regio
n and/ or function, with a matrix HR reporting structure not uncommon in large global o
rganiza- tions.
• Which geographies, business units and sublevels should get an HRBP? The alloca- tio
n of BP’s generally follows the organization structure of the business.
- In a more geographically structured business (single business, multiple geogra- phies)
, we typically see BPs at the country level and possibly below, depending on county h
eadcount (see CHART below).

3. - If organized by business unit (i.e. Wealth Management, Personal Banking), the BP as
signments typically follows that structure.
- If either the country, region or BU is small enough, it’s often “clustered” with other simil
ar structures to make it large enough for BP support.
• Should all report to a single HRBP leader?
- Advantages: Potential mentoring and leadership given to more junior BPs; single
point of contact to CHRO for all non-
COE issues; can groom as potential CHRO suc- cessor
2.Headcount Criteria (ratios of BPs per employee): The desired ratio of BP support is typ
ically driven by cost considerations. In our Benchmark section, we present extensive st
atistics on the ratios used by companies globally when adding BPs.
What Separates the best HRBPs from the rest:
1. Strong Functional Capabilities with Talent Expertise: They have meaningful experien
ce with compensation, talent acquisition and business partner activities, but have spe
cial depth in talent management, namely:
• Talent Expert: They can accurately assess potential (have a great “eye” for talent) and
can accelerate the development of talent. They have a thorough, fact-
based understand- ing of the tools and processes used to assess and develop talent, in
cluding assessment tools, talent reviews, experience maps, etc.
2. High Intellect: They can quickly process large amounts of information, connect and i
ntegrate data into new solutions or
a better understanding of problems, and identify weak spots in plans and programs.
3. Loves Business: They both understand and enjoy the business side of business.
They know everything about the organization’s finances and operations and how talen
t man- agement affects each. They approach problem solving from a business-
first perspective.
4. Builds Strong Relationships: They actively network within the organization, building
high quality relationships with key leaders and high potentials.
5. Personal Drive to Succeed: They have ambition and display that appropriately throu
gh the quality of their work. They are driven by a strong internal desire to have more i
mpact and influence in the organization.

4. HR BP JOB DESCRIPTION
The HR Business Partner (HRBP) position is responsible for aligning busin
ess objectives with employees and management in designated business u
nits. The HRBP serves as a consultant to management on human resource
s-
related issues. The successful HRBP will act as an employee champion an
d change agent. The HRBP assesses and anticipates HR-
related needs. Communicating needs proactively with our HR department a
nd busi-
ness management, the HRBP seeks to develop integrated solutions. The H
RBP formulates partnerships across the HR function to deliver value-
added service to management and
employees that reflect the business objectives of the organization. The HRB
P may include international human resource responsibilities. The HRBP mai
ntains an effective level
of business literacy about the business unit’s financial position, its midra
nge plans, its culture and its competition.
Essential Functions
• Conducts weekly meetings with respective business units.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to dev
elop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts eff
ective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-
day manage- ment of employees, reducing legal risks and ensuring reg
ulatory compliance. Partners with the legal department as needed/requi
red.
• Provides day-to-
day performance management guidance to line management (coachin
g, counseling, career development, disciplinary actions).

5.  Works closely with management and employees to improve work
relationships, build morale
 Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions
and transfers.
• Assists international employees with expatriate assignments and re
lated HR matters.
• Provides guidance and input on business unit restructures, workf
orce planning and succession planning.
• Identifies training needs for business units and individual execu
tive coaching needs.
• Participates in evaluation and monitoring of success of training pr
ograms. Follows-up to ensure training objectives are met.
STRATEGIC HRBP COURSE FRAMEWORK (STHRBP)
Introduction
As an Strategic HR Business Partner (stHRBP) you have many challenges to face and
different roles to play. Acting as a mediator between employees and management, you
are a key person for your organization. You are asked to handle issues on operation
management, strategic partnership, employee relations and emergency responding.
Objectives
At the end of the training, participants will be able to:
 Analyse the complexity of their role as a HR business partners
 Identify key success factors to create a positive working environment
 Recruit the right candidate for their organisation
 Handle communication effectively with both employees and management
 Monitor the evaluation cycle and provide support in career management
 Estimate employee recognition tools and reward practices
 Coach employees and managers effectively to set their goals
 Handle difficult situations (how to deal with difficult attitudes, low performance,
etc.)
Content
 Becoming a trusted advisor for both employees and managers

6.  Developing your HR communication skills
 Selecting and hiring the right people
 Creating a positive work environment
 Understanding your role in the evaluation cycle
 Conducting training needs analysis and taking relevant action
 Guiding employees to manage their career path
 Developing your coaching skills (active listening, effective use of questions, etc.)
 Managing employee behaviour issues
 Understanding the latest HR trends
MODULE : Strategy
Module Sub Module
Strategy Understanding
Strategy
Strategy Formulation
&
Alignment
Strategy Implementation
Evaluating Strategic Performance
Providing Leadership
Module : People Management
Module Sub Module
Talent Acquisition & Retention Org & staffing requirements
Job analysis & documentation
Sourcing & recruiting
Selection
Retention
Employee Engagement Understanding Engagement
Assessing Engagement
Engaging employees through the lifecycle
Evaluating engagement through tools
Learning & Development Factors affecting L&D
Adult learning
Training & development
Career Development
Developing leaders
Total Rewards Total Rewards & Org Strategy

7. Compensation design & structure
Compensation systems
Benefits & Perquisites
Legislations around compensation
Module : Workplace
Module Sub Module
Culture Becoming a multicultural organization
Types of culture & their impact on organization
Theories on Culture
Understanding & changing organization culture
Challenges for HR
Global Assignments & Global
Legal environment
Diversity & Inclusion Definitions & Layers
Cost & Benefits
Understanding D&I Strategy
HR's role in D&I strategic process
Risk Management & Governance
Indian Employment Law & Regulations
Module : Organization & Employee Development
Module Sub Module
Organization - overview Strategic role of HR
Understanding the organization
Organizational structures
The HR Organization
Alignment of HR Strategy with Business Strategy
Organization effectiveness &
development
OED Process, Strategies, Benefits & Opportunities
Gap identification

8. OED initiatives
Workforce management & OD interventions
Workforce planning
Employee Development Talent management (Definition, Strategies & Measurement)
Performance management
Succession Planning
Employee Relations Difference between Employee Relations & Industrial Relations
Why Unionization occurs
Organizational approach towards employee relations
Employee relationship strategies
Employment separation
Industrial relations
Technology & HR HRIS
Big Data
ST-HRBP BENEFITS
• Build your brand as a certified Strategic HR Business Partner
• Apply proven methodology to create a solid HR Strategy plan
• Begin applying new concepts and skills immediately in your job
• Influence leadership with expert advise
• Become a catalyst of change in your organization
• Lead change management initiatives effectively
• Impact the bottom line of the organization with results
• Sharpen your facilitation and conflict management skills
• Apply what you learn immediately in your current role
• Receive 20 CPHR PDCs for recertification
• Gain the credential “stHRBP” to be recognized as a Certified Strategic
HR Business Partner

9. Who Should Take This Online HR Certification:
• Human Resource Professionals
• Talent Management Professionals
• Training and Development Professionals
• OD Professionals
FAQ Strategic HRBP
1. How will this help excel in my career or current organization?
 This course will help you develop your competencies beyond what you have
already been doing in the field of HR, will help you expand your horizon &
increase your prospects in market and in your current organization
Consider you have been a hiring professional or a consultant for a long time.
This course will give you a hands-on exposure to other HR verticals such as:
Employee Engagement & Relations, Total Rewards, Learning & Development,
Diversity & Inclusion, Risk Management & Governance, Organization
Development, Talent Management, HR & Technology and foremost -
Organization Strategy
 Seeing your interest & new competencies you have gained by undertaking this
course, your current employer may enlarge and enrich your role as and when an
opportunity arises. For example: from being a payroll administrator, you may
get involved in Total Rewards.
 You can display your certificate and designation achieved on platforms such as
Linkedin to let HR professionals know you possess these competencies.

10. 2. What is the credibility of this course in market?
 The course is endorsed by CPHR (Chartered Professionals in Human Resources)
 CPHR Canada represents 27,000 members in the Human Resources Profession
across nine provinces and three territories in Canada. Established in 1994, CPHR
Canada is the national voice on the enhancement and promotion of the HR
Profession. With an established and credible designation and collaboration on
national issues, CPHR proactively positions the national human resources agenda
in Canada and represents Canadian HR Profession with HR Associations around
the world.
 CPHR works along with Society of Human Resource Management (SHRM) – the
world’s largest HR association, with 300,000 HR professionals as It’s members
across the world.
3. Why should I enroll into this course with SBMC and not other players in market?
Endorsement by an HR Professional body - CPHR, Course Content, Course Cost,
Experienced facilitation and hands on practice SBMC will provide is something you
should consider for.
4. Who should enroll for this course?
 If you are an experienced professional in human resources, you should enroll
into this course to enhance your skills
 If you intend to move into human resource field, you should enroll into this
course (you can be a fresher also)
 If you are a recruitment consultant and intend to move into Core HR, this course
is the strategic choice for you
5. How effective will the training be in enhancing my skills?
 Contents of the course have been curated by industry experts and have been
endorsed by CPHR
 The course will be facilitated by Mr. John Doe, who has been a corporate trainer
and a strategic freelance HR consultant to MNCs for last 15 years

11.  The course will accompany job aids such as Project Work, Case Studies, Group
Discussions besides courseware that would be provided
Accredited By
For More Information Contact :
SBMC School of Human Resource
SCF-44, 3rd floor, Above SMU learning Center,
Phase 3B2, Mohali
Phone No: 91-9781027900, +91-9878967677
email: training@sbmc.co.in