Certified HR Business Partner 2.0 [cHRBP] - (Self Paced)

Objective:

• Introduce the concept and practice of HR business partnering in modern organizations.
• Explore the dimensions and evolving roles of HRBP 2.0.
• Develop the capabilities and mindset essential for effective HR business partnering.
• Build knowledge of business acumen and strategy alignment for HR professionals.
• Enhance understanding of financial intelligence for HR decision-making.
• Provide insights into strategic human resource management and its organizational impact.
• Equip participants with tools for effective strategic workforce planning.
• Train participants in using HR analytics for data-driven business decisions.
• Prepare participants to design and implement succession management strategies.
• Establish the role of HRBP as an internal consultant to drive organizational change.

Modules: 

M-1: HR Business Partnering: Concept & Practice

M-2: Dimensions for HRBP 2.0

M-3: HRBP capabilities and mindset

M-4: Business Acumen & Business Strategy

M-5: Financial Intelligence for HRBP

M-6: Strategic Human Resource Management

M-7: Strategic Workforce Planning

M-8: HR Analytics for Business Decisions

M-9: Succession Management for Business Continuity

M-10: HRBP as Internal Consultant

Upon completing the cHRBP program, participants will:

• Understand the principles and practices of HR business partnering.
• Articulate the key dimensions and evolving roles of HRBP 2.0.
• Develop and apply the capabilities and mindset needed for strategic HR leadership.
• Align HR strategies with organizational business objectives.
• Demonstrate financial intelligence in HR-related decision-making processes.
• Implement strategic human resource management practices effectively.
• Create and execute workforce plans that address current and future business needs.
• Leverage HR analytics to provide actionable insights for business decisions.
• Design and manage succession planning strategies to ensure business continuity.
• Operate as a trusted internal consultant, influencing stakeholders and driving organizational success.

This program is Validated and Quality Assured by Cambridge Academy of Professionals (CAP) UK. [www.acbrimdgeacademy.uk/]

“The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®)  criteria for recertification credit pre-approval.” [www.learn.hrci.org]

“This program is valid for xx recertification points for APTD & CPTD of Association for Talent Development USA. [https://www.td.org]

“World Academy is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.” [www.shrm.org]

Features:
Duration: 4 Months
Short Video Materials: Yes
Mode of Learning: Self-Paced

Post Completion:

• Electronic Certificate
• Digital Badge via Credly.com
• Printed Certificate available

Exam Method:

• Number of Exams: 01
• Number of Questions: 02 Written Questions
• Duration: 90 Minutes
• Total Marks: 100 
• Pass Mark: 70%

Assignment:

• Total Assignments: 06
• 01 Pre-Course Assignment (Learning Purpose)
• 04 Class Based Assignment
  • Total Marks: 100
  • Pass Mark: 70%
• 01 Capstone Projects
  • Total Marks: 300
  • Pass Mark: 70%

Name: Mary Njoroge
Designation: Senior HR Manager
Country: Kenya
"The Certified HR Business Partner 2.0 course was transformative! It gave me the skills to align HR strategies with organizational goals effectively. The modules on strategic workforce planning and HR analytics were particularly beneficial for driving business impact."

Name: Sipho Dlamini
Designation: HR Business Partner
Country: South Africa
"This course elevated my understanding of how to function as a strategic HR partner. The emphasis on business acumen, stakeholder management, and decision-making tools made the learning experience practical and relevant. I highly recommend it!"

Name: Kwame Mensah
Designation: Talent Acquisition Specialist
Country: Ghana
"The cHRBP course exceeded my expectations. It bridged the gap between HR operations and strategic business involvement. The real-life case studies, particularly focused on African business environments, were incredibly insightful and relatable."

Name: Amina Bello
Designation: HR Consultant
Country: Nigeria
"This course was a game-changer for me as an HR professional. It provided me with tools to position HR as a strategic partner within organizations. The modules on HR metrics and leadership influence were invaluable for my consultancy work."

Name: Tinashe Chikafu
Designation: People and Culture Manager
Country: Zimbabwe
"The Certified HR Business Partner 2.0 course gave me a fresh perspective on how to integrate HR strategies with business priorities. The focus on organizational design and change management was particularly helpful in my role. A must-do for HR professionals aiming for strategic impact!"

Question-1: Which of the following is false considering the HRBP Concept
A. HRBP works in accordance with the pace of business
D. HRBP works with other department managers on strategy
C. HRBP is just another name for Human Resource Manager
D. HRBP takes a more entrepreneurial approach to HR strategy development
Correct  Answer: C

Question-2: Which of the following best describes the role of an HRBP
A. HRBP works closely with business leaders and line managers to build their people capability
B. HRBP role includes more responsibilities than a Human Resource Manager’s role
C. HRBP gives equal priority to both strategic and operational HR
D. None of the above
Correct Answer: A

Question-3: Which of the following is not a critical skill for an HRBP
A. Data-driven
B. Operational HR
C. Business acumen
D. Digital integration
Correct Answer: B

• Strategic Thinking
  • Ability to align HR strategies with organizational objectives to drive business outcomes.
• Business Acumen
  • Understanding of business operations, financial concepts, and market dynamics to contribute to strategic discussions.
• HR Analytics Proficiency
  • Expertise in interpreting data and utilizing analytics to inform HR and business decisions.
• Workforce Planning Expertise
  • Skills to anticipate workforce needs and design plans that ensure long-term organizational success.
• Consultative Skills
  • Capability to act as an internal consultant, influencing stakeholders and providing strategic advice.
• Change Management
  • Proficiency in leading and managing organizational change initiatives effectively.
• Succession Planning Mastery
  • Ability to design and implement strategies that ensure leadership continuity and talent readiness.
• Financial Intelligence
  • Knowledge of financial concepts to assess and articulate the impact of HR decisions on organizational profitability.