HR business partnering requires HR professionals to combine strategic consulting skills and leadership skills in order to be able to act as an equal partner in the company. In this workshop, HR business partners develop the ability to act as strategic consultants, support and coach managers, and actively shape changes in the company. The focus is on developing leadership skills, improving communication skills and the targeted application of HR strategies in order to successfully support the company in the long term and promote talented employees.

HR Business Partnering fördert die enge Zusammenarbeit zwischen HR und den Führungskräften eines Unternehmens, um strategische Ziele zu erreichen. HR Business Partner entwickeln sich zu strategischen Beratern, die Leadership Skills einsetzen, um talentierte Mitarbeitende zu fördern, organisatorische Veränderungen zu steuern und die Gesamtstrategie des Unternehmens zu unterstützen.

Nutzen für Sie als Unternehmen:

• Stärkung der Zusammenarbeit zwischen HR und Führungskräften zur Umsetzung strategischer Unternehmensziele
• Förderung einer proaktiven und lösungsorientierten HR-Rolle, die die Geschäftsentwicklung unterstützt
• Verbesserung der Führungskompetenzen im HR-Bereich, um Mitarbeitende effektiv zu fördern und zu entwickeln
• Optimierung der Organisationsstruktur und der Personalstrategie durch maßgeschneiderte Beratung
• Steigerung der Mitarbeitermotivation und -bindung durch eine bessere Abstimmung zwischen HR und Führungskräften

1. Introduction to HR Business Partnering

• What is HR business partnering and why is it important?
  HR Business Partnering describes the strategic collaboration between HR professionals and company management to reconcile personnel-related goals with business goals. It strengthens the role of HR as a partner in the business process and supports the strategic orientation of the company.
• Difference between traditional HR roles and HR business partners
  HR business partners work closely with executives, while traditional HR roles are more administrative and supportive. The HR Business Partner acts as a strategic advisor and not just as a service provider.
• The role of the HR business partner as a strategic advisor and management supporter
  HR business partners are central players in personnel strategy and act as consultants for managers in order to harmonize their decisions with corporate goals.
• Objectives of HR business partnering: value creation and strategic advice for the company
  The aim of HR business partnering is to increase corporate success through data-based advice and proactive measures while promoting a positive corporate culture.

2. The tasks of an HR business partner

• Develop and implement a personnel strategy: How HR business partners contribute to the implementation of the corporate strategy
  HR business partners help to align the personnel strategy with the corporate strategy and implement it in practice.
• Advice and support for managers on personnel-related issues
  They advise managers on all personnel-related issues, from employee development to conflict resolution.
• Talent management and employee development in line with corporate goals
  HR business partners ensure that talent management is in line with long-term corporate goals.
• Optimizing HR processes and systems to increase efficiency and employee satisfaction
  They contribute to the continuous improvement of HR processes in order to increase efficiency and increase employee satisfaction.

3. Leadership Skills for HR Business Partners

• Development of leadership skills: communication, empathy, decision making and conflict resolution
  HR business partners must have strong leadership skills to make their work successful, particularly in areas such as communication, decision-making and conflict resolution.
• Coaching and mentoring of managers: How HR business partners can support and develop their managers
  They play a crucial role in coaching managers to expand their competencies.
• Leadership in complex and dynamic environments: agility and adaptability in a constantly changing market
  Agility and the ability to adapt to changing markets are crucial for HR business partners.
• Influence and stakeholder management: How HR business partners convincingly present their ideas and strategies
  HR business partners must communicate their ideas effectively in order to gain the support of all stakeholders.

4. Strategic advice for managers

• The role of an HR business partner as an equal advisor
  HR Business Partners work as equal consultants on equal footing with corporate management.
• Linking business and HR strategies: How HR Business Partners ensure that HR strategies match business requirements
  They combine business strategy with personnel strategy to achieve corporate goals.
• The value of data and analytics for strategic decisions: How HR business partners work data-driven
  The use of HR data analytics makes it possible to make well-founded decisions and to continuously optimize the personnel strategy.
• Change management: HR business partners as drivers of change processes and innovation in companies
  HR business partners actively drive change and innovations to keep the company competitive.

5. Talent Management and Executive Development

• Identification of talents and high potentials: How HR Business Partners build the right young managers
  HR business partners identify potential managers and promote their development.
• Strategies for employee retention: How HR business partners help retain talent in the company over the long term
  They develop employee retention strategies to retain highly qualified employees in the company for the long term.
• Executive development and succession planning: Preparation of individual development plans for managers
  HR Business Partners are responsible for creating development plans for managers and their succession planning.
• Coaching techniques for managers: How HR business partners help managers to lead their teams better
  They coach managers to improve their ability to lead a team.

6. Creating value through HR business partnering

• The impact of the HR business partner on company performance: How strategic HR decisions increase business success
  HR business partners help improve company performance by making strategic HR decisions.
• The business partner as a change agent: How HR business partners support the company through transformations
  HR business partners play a decisive role as change agents and support the company through transformations.
• Agility in HR: How HR business partners can react agilely to changes in the market and in the organization
  The agility of HR business partners makes it possible to react flexibly to changes and adapt the HR department.
• Innovation in personnel management: HR business partners as innovators for new working methods and HR technologies
  HR Business Partners promote innovations in personnel management and introduce new working methods and technologies.

7. HR Business Partnering in Practice: Best Practices and Case Studies

• Successful examples from practice: How HR business partners operate successfully in various industries
  Best practices show how HR business partners operate successfully in various industries.
• Challenges in HR Business Partnering: Dealing with Resistance and Cultural Challenges
  HR business partners must be able to overcome resistance and cultural challenges within the company.
• Tools and methods for HR business partners: Which tools support HR business partners in their work and how can they use them effectively
  Various HR tools support the work of business partners and enable them to carry out their tasks more efficiently.
• Networking and knowledge sharing: How HR business partners share their knowledge and experience with other managers and HR professionals
  Networking and sharing knowledge are key elements of success for HR business partners.

8. Success factors for HR business partners

• Which skills and characteristics are decisive for success as an HR business partner?
  Communication skills, empathy, analytical thinking and leadership skills are key success factors for HR business partners.
• How HR Business Partners build trust among managers and employees
  Trust is built through transparency, open communication and consistent action.
• The importance of communication: How HR business partners communicate successfully with all stakeholders in the company
  Clear and regular communication is crucial to integrate all stakeholders in the company and keep them on track.
• Partnership and collaboration: How HR business partners work effectively with other departments, such as finance or IT
  HR business partners must work closely with other departments to support the company's overall strategy.

9. Measuring the success of HR Business Partnering

• KPIs and performance indicators for HR business partners
  The success of HR business partners is measured through KPIs such as employee retention, leadership development and the efficiency of HR processes.
• How is the success of HR business partners measured?
  Success is measured by continuously evaluating the results and comparing target and actual conditions.
• Feedback culture and continuous improvement: How HR business partners evaluate their influence and impact in the company
  A feedback culture and continuous improvement are essential for success in HR business partnering.
• Tools to measure success: Using HR analytics and dashboards to measure success and optimize HR strategies
  The use of HR analytics helps to measure success and optimize HR strategies.

10. The future of HR business partnering

• The development of HR business partnering in the digital age
  HR business partnering continues to develop, particularly through the use of new digital tools and technologies.
• The role of artificial intelligence and HR technologies in the work of HR business partners
  Artificial intelligence and modern HR technologies are increasingly being used to support HR business partners in their work.
• New requirements for HR business partners in an increasingly globalized and diversified working world
  Increasing globalization and diversification place new demands on HR business partners, particularly in the area of cultural sensitivity and international HR strategies.
• The importance of agility and innovative spirit in future personnel management
  Agility and innovative spirit will be decisive for the personnel management of the future, as the requirements for companies and their HR strategies are constantly changing.

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