Strategic HR Business Partner
Industry Expert Faculties
Our trainers are highly experienced HR professionals who bring real-world expertise to the classroom.
Dr. SUMIT BHATTACHARYA
25+ Years of HR Experience
Chief Human Resources Officer
SPML Infra Limited - INDIA (The Largest Infrastructure company in South Asia)
"Asia's 100 Most Impactful HR Leaders Award 2025"
Universities connected with University of Minnesota, Yale University, University of Michigan, University of California, University of Toronto, University of Pennsylvania SHRM- USA
- Course Duration: 1.5 Months
- Class Duration: 2 Hours
- Total Session: 12
- Ongoing Batch: Batch 05
- Class Starts: 11 Oct, 25
- Classes on: Saturday & Wednesday
- Classes Time: 09:00 PM - 11:00 PM
Course Content
Module 1: Foundations of the HRBP Role
- Understanding the HRBP journey and competencies.
- Evolution of HR: Personnel → HR Generalist → HRBP → Future-ready HRBP.
- Dave Ulrich Model – HRBP’s four roles:
- Strategic Partner
- Administrative Expert
- Employee Champion
- Change Agent
- Modern additions: Data Interpreter, Technology Enabler, Employee Experience Curator.
- Key HRBP Competencies: Business acumen, consulting skills, empathy, influencing.
- Case Vignette: Transition of a traditional HR manager into an HRBP at Unilever.
Module 2: Business Acumen for HR Leaders
- Understanding the HRBP journey and competencies.
- Understanding business models, value creation & KPIs
- Strategic tools: SWOT, PESTLE, Balanced Scorecard (HR perspective)
- Translating business strategy into HR initiatives
- Mini Case: HRBP aligning workforce strategy with business growth
Module 3: HRBP as Strategic Partner
- Connecting business strategy to people strategy.
- How businesses create value and where HR fits in.
- Translating business needs into HR deliverables (e.g., expansion → workforce planning, digitization → reskilling).
- Mini Case: Amazon India’s HRBP role in scaling operations.
Module 4: Workforce Planning & Talent Management
- Ensuring the right talent in the right place at the right time.
- Workforce planning: Forecasting demand & supply, scenario planning, skill-gap analysis.
- Talent acquisition strategy: Employer branding, internal mobility, succession.
- Employee retention: EVP (Employee Value Proposition).
- Tool: 9-Box Talent Matrix.
- Simulation: Succession plan for “future CEO pipeline” in a manufacturing firm.
- Case: Google’s approach to internal mobility.
Module 5: Performance & Capability Development
- Shaping high-performing organizations.
- Shift from annual appraisals → continuous performance conversations.
- HRBP role in enabling line managers.
- Capability building: 70-20-10 Model, IDPs, competency frameworks.
- Case: Adobe scrapping annual reviews for “Check-in” model.
Module 6: Employee Relations & Engagement
- Building trust, motivation, and employee voice.
- HRBP as employee advocate.
- Conflict management, grievance handling, ethical workplace practices.
- Employee engagement: drivers, measurement, and role of HRBP in action plans.
- Case: Starbucks baristas’ unionization drive – HRBP dilemmas.
Module 7: Change Management & Organizational Development
- Guiding organizations through transformation.
- HRBP as change agent in digital transformation, M&As, restructuring.
- Frameworks: Kotter’s 8 Steps, ADKAR, Lewin’s Change Model.
- Building resilience and adaptability in employees.
- Case: Microsoft’s cultural transformation under Satya Nadella.
- Simulation: A change plan for shifting a company to hybrid work.
Module 8: HR Analytics & Insights
- Data as HRBP’s new superpower.
- Importance of evidence-based HR.
- Key HR Metrics: Turnover, absenteeism, time-to-fill, engagement scores, productivity.
- Predictive analytics: attrition modeling, workforce forecasting.
- Hands-on: Create a simple HR dashboard using Excel/Google Sheets.
- Case: How Netflix used analytics to retain creative talent.
Module 9: Future-Oriented HRBP Practices
- Staying ahead of trends and disruptions.
- Digital HRBP: AI in recruitment, chatbots, HR tech platforms.
- Diversity, Equity & Inclusion (DEI) as business strategy.
- Employee Experience (EX) – designing work journeys.
- Agile HR & Design Thinking in HR.
- Case: Airbnb’s people-first employee experience strategy.
- Simulation: Map an “Employee Journey” for new hires in a digital-first company.
Module 10: HRBP as Consultant & Influencer
- Partnering with leaders to make tough decisions.
- HRBP as trusted advisor to leadership.
- Stakeholder management and influencing without authority.
- Consulting skills: problem diagnosis → solution design → execution → evaluation.
- Case: HRBP as crisis consultant
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