7. What are the desired skills for an HR
“To be successful the HR
Business Partner? Business Partner must possess
“Are you able to set a new level of HR a unique blend of business and
by collaborating with all your people savvy; a big-picture
stakeholders and being the sparring vision, and the drive to make that
partner for managers?” “The HR Businessreality.” is responsible
vision a Partner
for assisting organizational leaders in
“Can you work in a complex developing and advancing strategic
matrix environment and solutions and organizational goals.”
with stakeholders in diverse
locations?” “The HR Business Partner
“The HR Business Partner is must understand both customer
focused on helping leaders own and business needs, ensuring
and manage the employee strategy is aligned with
experience in a way that is both.”
“This is a role suitable
aligned with our culture and the for someone who is ready to
overall direction of the make changes to an
organization.” organization.”
7
8. What is expected of an HR business
partner?
Developing as a business expert and
becoming more influential, credible
and knowledgeable in your interactions
with your internal clients.
8
10. Choose the top challenge an HRBP faces.
10
a) Balancing competing
priorities to keep up with
demands
b) HRBPs can’t get enough data
c) HRBPs are seen as reactionary
“problem solvers” rather than
strategic business partners
d) Inconsistency in the vision
11. Survey Says:
11
a) Balancing competing
priorities to keep up with 33%
demands
b) HRBPs can’t get enough
data 7%
c) HRBPs are seen as
reactionary “problem 55%
solvers” rather than
strategic business partners
d) Inconsistency in the vision 5%
12. Choose the top critical skill for an HRBP.
12
a) Critical thinking
b) Relationship building
c) Influencing skills
d) Listening skills
e) Business acumen
13. Survey Says:
13
a) Critical thinking 20%
b) Relationship building 10%
c) Influencing skills 40%
d) Listening skills 10%
e) Business acumen 20%
14. What can improve/change?
14
a) More strategic thinking
b) Better alignment with business
priorities
c) Reestablish HRBP as a true
business partner, rather than a
day to day “problem solver”
d) Inclusion of HRBPs in initial
stages of decision making
15. Survey Says:
15
a) More strategic thinking 20%
b) Better alignment with
business priorities 10%
c) Reestablish HRBP as a true
business partner, rather 50%
than a day to day “problem
solver”
d) Inclusion of HRBPs in
initial stages of decision 10%
making
24. Solution Chain
HR Business External Solution
Need HR Services
Partner Provider
24
25. How do we get the right info the
first time and provide value?
Keys to consulting
Tips for you to use
Effective behaviours used by
sales professionals
25
29. Service and Support Model
Typically work reactively
Goal is to find ways to work
more proactively
Tip: Common language for service
Unforgiveable Unremarkable Unforgettable
29
31. Tips for Soliciting Feedback from
Your Internal Clients
Be selective, not every time.
Timing is everything
Ask for specifics using
open questions
Listen actively
Thank you’s go a long way
TIP: The Listening Quiz
31
33. 5 Step Process
Establish Rapport and
Credibility
Understand the Issue
and Desired Results
Present Options and
Recommendations
Plan and Implement
the Recommendations
Evaluate Results and
Lessons Learned
33
34. Step 1: Establish rapport and
credibility
Know your client
Know your client’s perspective
TIP: Know the Business worksheet
34
38. Step 3: Present options and
recommendations
Address success criteria
Fact based recommendation
Present and persuade
Tip: strong communication
with IOCBAA
38
40. Step 4: Plan and implement
Identify factors that impact
implementation success
Assign implementation
accountability
Build action schedule
Execute actions
40
41. Step 5: Evaluate results and lessons
learned
Provide appropriate awareness
of progress and results
Provide final status of initiative
or project
Discuss lessons learned
41
