HR strategy and best practice › HR Business Partnering: What it Means in Practice

HR Business Partnering: What it Means in Practice

This is a sample learning overview that we can design and deliver specifically for your organisation.

HR professionals have a crucial contribution to make to their organisations' performance. Utilising a ‘business partner’ approach can ensure that those within HR are well placed to achieve strategic impact.

The concept of HR business partnering is hardly new and whilst many understand the main elements there is still often uncertainty about how HR business partners can add real value at a day-to-day level, particularly considering the great variety of workplace environments that exist in today’s complex and globalised economy.

Moreover, of all the roles within HR, that of business partner is one of the most demanding. Successful HRBPs need to be able to demonstrate that they can build strong relationships with colleagues, have well developed organisational development & change management skills, be comfortable in coaching line managers on people matters, have the confidence to challenge colleagues on difficult issues and have a solid understanding of the wider business context.

We can design and deliver a tailored face-to-face or virtual session that supports your HR professionals with a business partner remit and those who simply want to get a better understanding of the value that business partners can add to an organisation. During the session participants will get valuable insights into the underlying principles of successful HR business partnering and the ways in which HRBPs can achieve strategic impact through HR activities.

What the session might cover

  • Build your understanding of what it really means to be a HR business partner
  • Identify how HR business partnering is different to other roles within HR
  • Investigate the importance of relationships, influence and profile for the successful HRBP

View typical programme content


  • An introduction to what HR business partner’s do in practice 
  • How HR business partnering is different to more traditional HR roles
  • Making HR strategic and linking HR activity to business outcome
  • Utilising analytical tools to determine the real business need
  • The key steps by which business partners can transition from a transactional to a strategic role
  • The importance of relationships, influence and profile for the successful HRBP

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