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HR Business Partnering: Increasing Impact through Strategic HR Partnering

Wednesday, 24 June 2020 @ 9:30 am - 4:30 pm


Covid-19 Update – this training course will now be delivered online. All existing bookings will be honoured and new bookings can now be made. All content from previous face-to-face training will still be covered.

HR partnering is the role within Dave Ulrich’s HR business partnering approach concerned with aligning HR policies, processes and practices with business needs, in order to enable the ongoing transformation and success of the business. It is at the centre of HR’s ongoing quest to be more strategic, and is the key differentiator between HR being vitally important and totally irrelevant.

The role can and should be undertaken by HR directors, centre of excellence specialists, people working in the job of embedded HR business partners, and HR generalists who want to be more strategic too. All of these people in these different roles then need to contribute and collaborate together, co-developing their approaches with their business clients, in order to make strategic partnering a success.

However, despite its importance, and the fact that it is over 20 years since the ‘Ulrich model’ was published, strategic HR partnering is still something most organisations and HR practitioners find difficult to implement well. Part of this is a lack of understanding about what strategic HR involves and how it can be executed.

Consequently, in many cases, the intended behaviours and impacts of this role never materialise. But there are organisations which are implementing strategic partnering well – it can be done.

Attend this seminar to catch-up with the latest thinking on HR business partnering and to fully understand what the role can look like; the mindset, skills and behaviours involved; and how HR practitioners and teams can up their strategic game.

Through leveraging these opportunities, HR can substantially increase its credibility and contribution, and the impact it has on the organisation it works within.

Five key things you will learn on this course:

Understand the role(s) of the HR business partner and the benefits this role can provide

Be able to tailor and implement / improve this role within your own organisation
Be able to describe the consulting skills required by a HR business partner
Have developed an action plan to build credibility and transform the business partner role in your organisation
Ensure that the list of essential or desired competencies do not lead to unlawful discrimination against potential employees


10.00-11.00 Strategic Partnering with the Business

  • Understanding how HR provides value in a business and why what most people think being strategic involves condemns HR to remaining a support function
  • Being a business ally – developing business savvy and financial abilities to support alignment and provide credibility 

  • Using the value matrix to making people management a true contributor to business success
  • Developing best fit vs best practice approaches with resulting requirements for HR innovation
11.15-12.15 Taking Action to meet Strategic Needs

  • The key outcomes in strategic HR and the benefits of focusing on these
  • Developing innovative activities to create value in case study organisations
  • New opportunities in recruiting, performance management, learning, and other areas of HR
  • The importance of organisation design and new OD opportunities, supplementing use of functions and projects with communities and networks
  • Using disruptive digital technologies to transform HR effectiveness and impacts
  • Managing, measuring, developing and rewarding the performance of groups rather than just individuals
1.00-2.00 Planning to Meet and Inform Business Objectives

  • Using the value matrix as a simple yet strategic framework for people and organisation planning
  • Setting objectives and identifying causal relationships at each step in the value chain at each level of value
  • Using the value matrix for talent, workforce and succession planning
2.15-3.15 Using a Workshop to Develop a Strategic HR Plan together with Business Clients

  • Examples and case studies of the planning approach and completed plans
  • Participants’ contributions to creating value HR strategies
  • The benefits of the strategic plan in hardwiring actions towards strategic impacts (eg as a checklist vs a typical day in the life)
3.30-4.30 Strategic HR Measurement and Analytics

  • Supplementing operational analytics with a strategic approach
  • Using a people and organisation scorecard to measure key business and financial impacts, people outcomes and the quality of people management activities
  • Moving towards evidence-based HR by supplementing intuition with internal data, external benchmarks, and academic research
  • Undertaking simple yet strategic descriptive and predictive analytics to provide new insight to the business
  • Using insights from analytics as a basis for reporting

Conclusions and Action Planning

This training will run from 10.00 am – 4:30 pm with a 45 minute break for lunch at 12.15 pm and 15 minute breaks between all other sessions. Please log on to the system at 9.30 am for an initial welcome.

Trainer: Jon Ingham

Jon Ingham is an independent strategic people management and organisation development consultant. His projects often involve helping companies innovate their HR approaches responding to changes in the world of work and also to tie more closely to their own strategic needs. His work is informed by a strong belief in the potential offered from a smarter investment in people and the consequent opportunity to create new value for a business.

He has worked with companies in UK and Europe, the Middle East, South Africa, Asia and Australia. Recent clients have included a financial services firm where HR had to sign up to providing half of the firm’s planned financial growth.  Also, acting in an interim head of organisation development capacity for a leading retailer, planning for the introduction of a new digital business strategy.

Other activities include providing in-house and open training programmes. His Symposium courses have included strategic HR; digital HR, HR business partnering; people planning, measurement, analytics and reporting; HR and innovation; HR and social media; organisation design and development; process design; employee experience, change management, and specific courses on recruitment, learning, performance management and reward.

Jon has BA in Psychology, a Masters in Engineering and an MBA. He has frequently been recognised a leading influencer in HR, and he was listed as the 7th most influential UK HR Thinker in 2013.  HR Examiner includes him in its list of the top 100 global HR influencers and states “Ingham is still early in his career.  It’s not outrageous to imagine him as the next Ulrich.”

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Wednesday, 24 June 2020
9:30 am - 4:30 pm
Event Categories:


Symposium Events
020 7231 5100