Strategic HR Business Partnering
5 days|Delivered on request
Strategic HR Business Partnering looks at this work from the level at which it is resourced and defended. The focus is on remuneration and benefits, workforce planning and how both connect to what the organisation is actually trying to achieve. This matters at the strategic level because workforce planning has moved from an administrative task to a board level concern. Delegates leave able to work confidently with talent acquisition, grievance handling and CCMA preparation in their own organisation.
What delegates leave able to do
- Improve talent acquisition within their own organisation, measured against the Ulrich HR business partner model
- Make a decision about grievance handling without waiting for a specialist
- Put CCMA preparation on a footing they can defend to a reviewer
- Review disciplinary procedure and say plainly whether it is working
What the course covers
- Remuneration and benefits
- Workforce planning
- Talent acquisition
- Grievance handling
- CCMA preparation
- Disciplinary procedure
- HR analytics
Who should attend
- HR business partners
- HR administrators moving into advisory roles
- line managers with people responsibility
- HR managers
- talent acquisition specialists
