The Strategic HR Business Partner for the Future of Work

Created in partnership with Kincentric, a Spencer Stuart Company

Join us in this 5-week, online course to experience the first of its kind Strategic HR Business Partner online learning program, including an online self-assessment and an exploration of six differentiators you need to be successful as a strategic HR business partner.

Course at a glance

Duration: 5 weeks
Time Commitment: 1.5-2 hours per week. 100% Online. Complete on your own pace. Flexible deadlines.
Format: Video case studies. Curated content. Discussion forums. Networking.
Deliverables: Walk away with an Action Plan and Blueprint for your organization.
Credits: 8 SHRM and HCRI recertification credits.

The Strategic HR Business Partner for the Future of Work

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Lead Faculty:

Michael Martin

Partner, Global HR & Talent Advisory, Kincentric

Jenny Wich

Managing Director, Partner, CHRO Advisor & HR Strategist, Kincentric

Mary Prindle

Former Head of Talent Acquisition Strategy and Programs, Fidelity, and Future Workplace Academy Fellow

OVERVIEW

What You’ll Learn:

Take the Kincentric HR Business Partner Self-Assessment, an online assessment to examine the key differentiating qualities needed to be a successful Strategic Partner. You will receive a personalized Developmental Strengths and Opportunities report to use to plan your path forward.

Understand the difference between being a strategic vs. tactical HRBP and how to position the role for success in your organization.

Understand the six critical differentiators of top HR Business Partners which include:

Serve as a coach to business leaders
Become the connector between business and HR
Role model agility and flexibility in working and learning
See yourself as a business leader first and HR leader second
Demonstrate courage and fearlessness
Be an inspired storyteller

Learn the importance of developing your business and financial acumen as it relates to specific HR initiatives.

Learn how to navigate future of work issues such as leading and working in hybrid work environments, demonstrating empathy and resilience, and managing at a pace of change that is unprecedented.

Walk away with an action plan proposing how you can set yourself and your HRBP function up for success in your organization.

The Current State:

The Coronavirus has drastically reshaped the economy and the labor force. Since its rapid spread around the globe, we have experienced titanic shifts in how we work, where we work, and the technologies we use to stay connected. Such massive change is escalating the importance of HR’s role within organizations. Workers are turning to their managers and their HR leaders, in particular, for guidance on how to navigate their “new normal” — research indicates that 73% of workers depend on their employer for support in preparing for the future of work. Just as CFOs have greatly increased their scope since the 2008 financial crisis, CHROs now have that same opportunity to become central C-suite players.

The Opportunity:

We believe this is HR’s moment to lead organizations in navigating the future. They have a tremendous opportunity, and responsibility, to provide workers with guidance on the skills and capabilities they will need to be successful over the next decade as new roles continue to emerge. The future of work has been accelerated during Covid-19 pandemic as companies increase their digital transformation, embrace remote and flexible work policies, augment humans with robotic process automation and focus on adopting a personalized approach to employee wellbeing. We believe this is HR’s moment to lead organizations in navigating the future. They have a tremendous opportunity, and responsibility, to provide workers with guidance on the skills and capabilities they will need to be successful over the next decade as new roles continue to emerge.

Our Solution:

The Cognizant Center for Future of Work and Future Workplace jointly embarked on a nine-month initiative to determine what the future of HR will look like. Future Workplace in partnership with The Cognizant Center for Future of Work and Future Workplace embarked on a nine-month initiative to determine exactly what the future of HR will look like.

We brought together the Future Workplace network of nearly 100 CHROs, CLOs, and VP’s of talent and workforce transformation to envision how HR’s role might evolve over the next 10 years. This brainstorm considered economic, political, demographic, societal, cultural, business, and technology trends.

Our result was the identification of five emerging trends impacting HR and the 21 HR Jobs of the Future complete with job descriptions. Now we have taken this thought leadership into a five-week online course to be used by every HR professional as part of their career discovery process.

Audience for The Strategic HR Business Partner for the Future of Work is targeted to HR professionals with job titles in areas such as:

Current HR Business Partners
Aspiring HR Business Partners
Chief Human Resource Officers

VP Global People Operations
Head/Director Employee Experience
Head/Director Talent Management

VP/Director Learning & Development
HR Professionals seeking to advance their career and prepare for the future

COURSE MODULES

This Course Features Five Modules:

Each module takes about 90 minutes of time which includes viewing videos, reading relevant articles, answering questions, contributing to the course and collaborating with other learners.

The Five Modules include:

Module 1: Creating the Case for Change

This module will examine why HR Business partners must move from a foundational role to optimizing their strategic value to the organization. We will start with examining what business leaders are looking for from their HRBPs. We will then review how the HRBP role fits into and is dependent on the HR operating model. We’ll discuss what the role is, what it is not, and review critical differentiators for top performing HRBPs. Finally, all learners will take a self-assessment, created by Kincentric, to assess their skills and capabilities against the six critical differentiators for top performing HRBPs.

Module 2: Supporting Business Leaders

This module features video case studies from top performing HRBPs sharing how they are successfully supporting business leaders and the skills and capabilities they see as needed to support the business amid a myriad of challenges brought on by the pandemic such as planning a safe return to the office and navigating the future of work. These videos case studies will highlight the critical move from a transactional role to a strategic role for HRBPs and reinforce the Evolution of the HR Business Partner.

Module 3: Optimizing the Strategic HR Business Partner for the Future of Work

Learn how to navigate future of work challenges such as leading in a hybrid workplace, managing with empathy, focusing on employee wellbeing, dealing with the great resignation, and adjusting to the next normal of working and learning post pandemic. This module features current HRBPs talking about how they are optimizing their effectiveness to the business, and CHROs sharing how they see the role of the HRBP being optimized for the future of work.

Module 4: Developing Business and Financial Acumen in an Era of Workplace Uncertainty

Learn the importance of developing your business and financial acumen as it relates to consulting with business leaders. This module will feature video case studies of HR Business Partners sharing the importance of becoming data story tellers and how they use their knowledge of the business to help solve the most pressing talent needs.

Module 5: Action Planning: How to Set Yourself Up for Success

The final module will bring everything together by providing the framework for an Action Plan to think through how to set yourself and your organization up for success.

Your Action Plan will address key enablers for ensuring the success of the Strategic HR Business Partner in your organization, such as:
1. Strong leadership
2. Articulation of your role as a strategic partner to the business
3. Success measures and accountability for your role
4. Collaboration and integration across HR
5. An infrastructure needed to support your role
6. Change management and capability building skills

FACULTY

Shawn Kang
Senior Director of Human Resources Strategy
UCLA Health Sciences
Kurt Kreh
Head of Human Resources
Fidelity Investments
Michael Martin
Global HR & Talent Advisory
Kincentric
Robert D. Micera
Sr. Director Human Resources
United Health Services
Mary Prindle
Former Head of Talent Acquisition Strategy and Programs, Fidelity, Adjunct Professor, Champlain College, and Future Workplace Academy Fellow
Elizabeth Radis
Vice President, HR, Corporate Groups
Tiffany & Co.
Jennifer Wich
Managing Director, Partner, CHRO Advisor & HR Strategist
Kincentric

Learners who complete this course are eligible for 8 re-certification credits from SHRM and HRCI.

Future Workplace® is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.

Course Design Principles

The Strategic HR Business Partner for the Future of Work

Learn

Understand what the 21 HR Jobs of the Future are
Assess and discuss how top companies are implementing the 21 HR Jobs of the Future

Review

Reflect on the videos of top practitioners sharing their experiences with the 21 HR Jobs of the Future
Review short knowledge check questions following your exposure to videos, articles and other content

Apply

Participate in discussion questions and exercises to apply your knowledge
Build an Action Plan

Led by Top Practitioners Who Can Tell You What to Expect and How to Prepare

Learn the key trends that will impact all of us in the workplace of 2025, such as wide spread health screening and what this means for data privacy, humans in machine, the scaling of everything virtual, and the retrofitting of homes into offices, to name a few.

Video Case Studies of HR Pioneers Holding HR Jobs of the Future

You will hear directly from senior leaders in cutting-edge roles, like the Director of Employee Wellbeing, Human Bias Officer, AI4Talent Director, and Financial Wellness Director. Who do they report to and what are their focus areas? And finally, why were these jobs created in their organizations?

Curated Articles, Podcasts, and Live Polls Among Learners

We have assembled a robust set of microlearning resources, application exercises, threaded discussion groups, and, most importantly, live polls to uncover what HR peers are doing to prepare for the HR Jobs of the Future. This is your chance to discuss, debate, and highlight how you are transforming HR to prepare for the future.

21 HR Jobs of the Future Discovery Assessment Plus Recertification Credits & Digital Badge

You will complete a discovery assessment to guide you in navigating the future of your HR career. This will be a critical tool for you to assess, reflect, and consider your next move. Upon completion of this course, you will also receive recertification credits and a digital badge to build your personal brand and document your new skills.