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CEB Corporate Leadership Council™
Unlocking HRBP Potential
Leveraging Your CEB Membership for Success
Confidentiality and Intellectual Property
These materials have been prepared by CEB Inc. for the exclusive and individual use of our member companies. These materials contain valuable confidential and proprietary information belonging to CEB, and they may not be shared with any third party (including independent contractors and consultants) without the prior approval of CEB. CEB retains any and all intellectual property rights in these materials and requires retention of the copyright mark on all pages reproduced.
Legal Caveat
CEB Inc. is not able to guarantee the accuracy of the information or analysis contained in these materials. Furthermore, CEB is not engaged in rendering legal, accounting, or any other professional services. CEB specifically disclaims liability for any damages, claims, or losses that may arise from a) any errors or omissions in these materials, whether caused by CEB or its sources, or b) reliance upon any recommendation made by CEB.
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Research Sourced from a Global Network
Human Resources
FinanceInformation Technology
Innovation & StrategyMarketing & Communications
Sales & Service
Procurement & Operations
Compliance & LegalRisk & Audit Financial Services
10,000+ Participating Organizations 300,000+ Business Professionals 88% of the Fortune 500
More Than 70% of the Dow Jones Asian Titans 89% of the FTSE 100
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CEB Offerings for Human Resources Executives and Their Teams
We enable senior HR executives and their teams to drive corporate performance via their organization’s talent strategy. With our best practice data, insights, and decision-support tools, HR leaders and their teams have exactly the information and advisory support they need to benchmark performance efficiently against best-in-class metrics and realize higher returns on talent investments.
For the Chief Human Resources Officer
CEB Corporate Leadership Council
■ Performance Management ■ Workforce Planning ■ Succession Management ■ Employment Value Proposition
(EVP) ■ Employee Engagement ■ HR/Line Relationship ■ HR Transformation ■ Organizational Design
For the Head of Benefits and Compensation
CEB Total Rewards Leadership Council
■ Benefits Plan Design and Communication
■ Compensation Impact Measurement
■ Health Care Cost Containment and Reform Planning
■ Manager Pay Engagement ■ Pay Plan Design and
Communication ■ Wellness Strategy
For the Head of Diversity & Inclusion
CEB Diversity & Inclusion Leadership Council
■ D&I-HR Integration ■ Global D&I ■ Line Engagement ■ Talent Segmentation and Strategy ■ Metrics Selection and Analysis
For the Head of Learning & Development
CEB Learning & Development Leadership Council
■ L&D Strategy and Structure ■ HIPO/Leadership Development ■ Leadership Transitions ■ Coaching and People Management ■ Social and Experiential Learning ■ Training Design and Evaluation
For the Head of Recruiting
CEB Recruiting Leadership Council
■ Quality of Hire ■ Sourcing and Talent Pipelines ■ Recruiter Performance ■ Selection and Assessment ■ Employment Branding ■ Hiring Manager Partnerships ■ Social Media and Recruiting
Technology
For the Regional Asia HR Director
CEB Asia HR Leadership Council
■ Talent Strategies in Asia ■ EVP ■ Leadership Development ■ Employee Engagement ■ Retention ■ HR Effectiveness
Leadership Council Services
Research and Insights
Proven Best Practices
Advisory Support
CEB Ignition™ Guides
Decision and Diagnostic Tools
Peer Benchmarks
Peer Networking
Live and Online Learning Events
5© 2015–2016 CEB. All rights reserved. CLC5563016SYN Detail about CEB Inc. and its subsidiaries can be found at cebglobal.com/offices. cebglobal.com
Leveraging Your CEB Membership for Success
HRBPs Are Critical to Talent and Business
Outcomes
Create an Environment Where You
Can Succeed
Build Your Key HRBP
Competencies
Key Resources and Quick
Links
6© 2015–2016 CEB. All rights reserved. CLC5563016SYN Detail about CEB Inc. and its subsidiaries can be found at cebglobal.com/offices. cebglobal.com
The HR–Line Interaction Is Key to Improving Business and Talent Impact
Percentage of Talent Management Program Effectiveness Explained
Program Design HR Staff Effectiveness
Line Effectiveness at Talent Management
Source: CEB HR BAT Survey; CEB 2012 Talent Management Effectiveness Survey.
HRBPs directly impact 34% of talent management program effectiveness through the application of their individual skills…
…and indirectly drive 34% of program effectiveness through their work across their line and other internalpartnerships.
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HRBP Strategic Effectiveness Drives Talent and Business Outcomes
Business Unit Talent OutcomesMaximum Impact of HRBP Strategic Effectiveness
Business Unit Financial Outcomesa
Maximum Impact of HRBP Strategic Effectiveness
Employee Performance
22%
30%30%
15%15%
0%0%
Employee Retention
27%
24%
Revenue Growth
Profit Growth
Note: The maximum impact on talent and financial outcomes is calculated by comparing two statistical estimates: the predicted impact when an HR business partner is rated with a relatively “high” score and the predicted value when an HR business partner is rated with a relatively “low” score. The effects of all drivers are modeled using a variety of multiple regressions with controls. HRBP strategic effectiveness represents the mean rating by line leaders of HRBPs across strategic activities. Data ranges reflect a 95% confidence interval.
25%
19%21%
Interpreting the Relationship Between HRBP Strategic Effectiveness and Business Outcomes: There is a positive relationship between an HRBP’s strategic effectiveness, as measured by a line manager, and a business unit’s talent and financial outcomes. We have observed this relationship in multiple studies across the past decade, including Creating Talent Champions and Building Next-Generation HR-Line Partnerships.
30%
15%
0%
10%
4%
7%
30%
15%
0%
12%
6%
9%
n = 886.Source: CEB 2013 HR Business Partner Survey.
n = 886.Source: CEB 2013 HR Business Partner Survey.a Revenue and profit growth refers to the annual percentage change in revenue and profit realized
by the business unit.
Strategically effective HRBPs can improve employee performance in their business units by 19% to 25%.
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Even with Some Progress, There’s Still Room to Improve Effectiveness
HRBP Strategic Effectiveness2007 Versus 2013
2007 2013
Not Effective at Strategic Activities
Effective at Strategic Activities
HRBP strategic effectiveness refers to an HRBP’s effectiveness—in the eyes of their line partner—at strategic activities such as identifying talent management needs and tailoring talent management solutions for the business unit.
∆ = 9%Per
cent
age
of
HR
Bus
ines
s P
artn
ers
n = 3,601 (2007); 886 (2013).Source: CEB 2013 HR Business Partner Survey; CEB 2007 HR-Line Support Effectiveness Survey.
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Together, Competencies and the Organizational Environment Drive HRBP Effectiveness
Estimated Percentage of Variation in HRBP Strategic Effectiveness Explained, 2007 Versus 2013a
2007 2013
Per
cent
age
of
Var
iati
on
Exp
lain
ed
Source: CEB 2013 HR Business Partner Survey; CEB 2007 HR-Line Support Effectiveness Survey.
a The percentage of variation explained is calculated by conducting an analysis of variation (ANOVA).
Note: We compared the contribution of similar items measured in 2007 and 2013 to HRBP strategic effectiveness. When an exact item match did not exist, a proxy item representative of the concept of interest was used for estimation. HRBP effectiveness at strategic activities represents the mean rating by line leaders of HRBPs across strategic activities.
The Person The Organization
Operations Manager
Unique CompetencyMatrix Management
Emergency Responder
Unique CompetencyProblem Solving
Shared CompetenciesProactivity
Continuous Learning
Employee Mediator
Unique CompetencyConflict Resolution
Strategic Partner
Unique CompetencyLeveraging Networks
Shared CompetenciesLeadership Innovation
Talent Management
Acumen
BusinessAcumen
OrganizationalAcumen
Data Judgment
CEB’s HRBP Competency Model
45% of HRBP Effectiveness Depends on the Person
Source: CEB analysis.
55% of HRBP Effectiveness Depends on the Organization
Partnership BarrierMisaligned
Expectations Between HRBPs and the Line
Functional BarrierLack of
Collaboration Within HR
Enterprise BarrierUncoordinated
Cross-Functional Solution Delivery
Organizational Barriers to Strategic Effectiveness
10© 2015–2016 CEB. All rights reserved. CLC5563016SYN Detail about CEB Inc. and its subsidiaries can be found at cebglobal.com/offices. cebglobal.com
Leveraging Your CEB Membership for Success
HRBPs Are Critical to Talent and Business
Outcomes
Create an Environment Where You
Can Succeed
Build Your Key HRBP
Competencies
Key Resources and Quick
Links
11© 2015–2016 CEB. All rights reserved. CLC5563016SYN Detail about CEB Inc. and its subsidiaries can be found at cebglobal.com/offices. cebglobal.com
The Individual HRBP Job Includes Four Key Roles
Strategic Partner ■ Developing the next generation of leaders
■ Refocusing organizational structure on strategic objectives
■ Understanding how HRBPs can support the business
■ Understanding the talent needs of the business
■ Adjusting HR strategies to respond to changing business needs
■ Prioritizing across HR needs
■ Identifying talent issues before they impact the business
■ Identifying new business strategies
■ Identifying critical HR metrics
■ Newly Required Skill: Creating a vision for talent strategy in the business unit
■ Newly Required Skill: Assessing the HR implications of strategic options
■ Newly Required Skill: Representing the business unit’s talent interests within the organization
Emergency Responder ■ Quickly responding to line manager questions
■ Quickly responding to complaints
■ Responding to manager needs
■ Responding to employee needs
■ Preparing for different situations
Operations Manager ■ Communicating organizational culture to employees
■ Assessing employee attitudes
■ Tracking trends in employee behaviors
■ Designing HR programs to support organizational culture
■ Communicating policies and procedures to employees
■ Keeping the line updated on HR initiatives
Employee Mediator ■ Managing competing personalities in the organization
■ Managing conflict between employees
■ Managing conflict between managers
■ Responding to organizational changes
■ Resolving political problems in the execution of business plans
Source: CEB 2013 HR Business Partner Survey.
Greatest Impact on Talent Outcomes
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Employee Mediator
Creates sustained solutions to individual employee challenges
Emergency Responder
Provides immediate fixes to acute emergencies
EMER
HRBPs Must Balance Tensions Between These Roles
Operations Manager
Measures and monitors existing policies and procedures
Strategic Partner
Crafts and implements enterprise-wide strategies to chronic challengesOM SP
Execute Existing Plan
React to Variations
Individual Employees
Enterprise-Wide
Immediate Fixes Sustained Solutions
Measure and Monitor Craft and Implement
Acute Challenges
Chronic ChallengesPolicy Management
People Management
Source: CEB analysis.
Differences Between HRBPs’ Four Roles
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Source: CEB analysis.
HRBPs supporting the business in a complex work environment must apply their competencies toward effectively managing ongoing change and enabling their internal partners. All critical competencies across the four roles play a part in supporting the changing organizational environment.
Twelve Critical Competencies Distinguish the Best HRBPs
CEB’s HRBP Competency Model
Operations Manager
Unique CompetencyMatrix Management
Emergency Responder
Unique CompetencyProblem Solving
Shared CompetenciesProactivity
Continuous Learning
Employee Mediator
Unique CompetencyConflict Resolution
Strategic Partner
Unique CompetencyLeveraging Networks
Shared CompetenciesLeadership Innovation
Talent Management
Acumen
BusinessAcumen
OrganizationalAcumen
Data Judgment
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Key HRBP Portal Resources:■ HR Business Partner Portal
■ HRBP Self-Diagnostic Tool
■ HRBP Competency Workbook
■ HRBP Individual Development Plans
■ HRBP Onboarding Presentation
■ HRBP Guides for Delivering Critical HR Initiatives
■ CEB Ignition™ Guides
Development Starts with CEB’s HR Business Partner Portal
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Operations Manager
Unique CompetencyMatrix Management
Emergency Responder
Unique CompetencyProblem Solving
Shared CompetenciesProactivity
Continuous Learning
Employee Mediator
Unique CompetencyConflict Resolution
Strategic Partner
Unique CompetencyLeveraging Networks
Shared CompetenciesLeadership Innovation
Talent Management
Acumen
BusinessAcumen
OrganizationalAcumen
CEB’s HRBP Competency Model
Many Resources Support On-the-Job Development
Spotlight On:
HRBP Guides for Delivering Critical HR Initiatives
Use these HRBP guides to build key talent management acumen across core HR terrain areas and identify leading practices to effectively deliver on these initiatives.
HRBP Guide Topics Include: ■ Business Partner Collaboration ■ Diversity and Inclusion ■ Employee Engagement ■ Performance Management ■ Talent Analytics ■ And more!
CEB Ignition™ Guides
Use CEB Ignition™ Guides to identify key steps embedded within common talent processes and projects, and leverage targeted templates, checklists, and other tools to take immediate action.
CEB Ignition™ Guide Topics Include: ■ Aligning Goals ■ Conducting an Organizational Talent Review ■ Conducting Performance Reviews ■ Creating an HR Dashboard ■ Identifying and Assessing High-Potential Employees ■ Prioritizing Human Capital Metrics ■ And more!
Talent Management
Acumen
Data Judgment
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Continue Your Development Through CEB’s Leadership Academies
CEB HR Leadership Academy is focused on developing strategically consultative capabilities among HRBPs through a reinvented, blended learning approach that mixes synchronous learning interventions (live or virtual) with out-of-the-classroom application, sustainability, and measurement activities.
Our Academy Design and Learning Methodology Delivers Higher, Measurable Performance Among HRBPs
Discover• Research uncovers the competencies that drive high performance in Finance.
• Learning is designed specifically for finance professionals, using finance scenarios and content.
• Program is tailored to specific organizational needs.
Self-directed refresh activities
Ability to measure and validate the impact of learning with Metrics That Matter™
Choice of live or virtual learning interventions
Out-of-the-classroom work-based application activities
What Participants Are SayingAvailable HR Programs
■ CEB HR Leadership Academy
■ CEB Talent Advisor Leadership Academy
■ CEB HR Analytics Leadership Academy
■ HR Change Agility Leadership Academy
Exceptional class—exceeded expectations. I know that I will be able to apply tomorrow what I learned today. Should be required for all HR managers.”
HRBP
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Leveraging Your CEB Membership for Success
HRBPs Are Critical to Talent and Business
Outcomes
Create an Environment Where You
Can Succeed
Build Your Key HRBP
Competencies
Key Resources and Quick
Links
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Help Create an Environment Where You Can Succeed
HRBPs Can Take Three Steps to Maximize Their Own Performance
Enterprise Barrier Uncoordinated Cross-
Functional Solution Delivery
Few HRBPs Partner with Non-HR Peers on Strategic ActivitiesPercentage of HRBPs Who Work with Non-HR Peers on Strategic Activities
Source: CEB 2013 HR Business Partner Survey.
Partnership Barrier Misaligned Expectations
Line Leaders Prioritize Transactional SupportPercentage of Line Leaders Who Ask HRBPs for Strategic Insights
Functional Barrier HR Functional Tensions
Difficulty Collaborating Within the FunctionPercentage of Organizations Effective at Coordinating HR Activities Across the Function
■ Coordinate with cross-functional peers on most important activities.
■ Deliver functionally integrated solutions to the line.
■ Build line partnerships around insight, not just support.
■ Identify the data and metrics needed to support and insight-driven partnership.
Reframe Leader Expectations
■ Improve understanding of HR peers’ workflow, priorities, and barriers.
■ Surface opportunities to optimize coordination through responsibility negotiation.
Champion HR CoordinationCreate Cross-Functional Partnerships
This Way
21 3
22% 28% 31%
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Apply CEB Tools to Overcome Key Barriers to HRBP Performance
Enterprise BarrierPartnership Barrier Functional Barrier
Reframe Leader Expectations Champion HR CoordinationCreate Cross-Functional Partnerships
Virtual Staff Briefing: Unlocking HR Business Partner Performance in the New Work Environment
Select HRBP Resources Include
Case Study: Sears Holdings’ Insight-Based Decision Support
Case Study: Gap Inc.’s Analytics Prioritization Principles
Exercise: Developing Data Judgment
HRBP Guide: HRBP Guide to Managing Talent Analytics
Quiz: What’s Your HR Partnership Style?
Tool: Business Partner Strategic Worksheet
Topic Center: Benchmarking Center
Topic Center: Line Manager and Employee Resource Portals
Webinar and Research Brief: Influencing Through Insight: How HRBPs Can Use Influence to Extend Their Impact
Select HRBP Resources Include
Case Study: Mylestone’s HR Responsibility Negotiation Forums
CEB Ignition™ Guide: Conducting Employee Focus Groups for HR
CEB Ignition™ Guide: Creating an HR Dashboard
CEB Ignition™ Guide: Prioritizing Human Capital Metrics
Quarterly Report: HR News Report
Research Study: Building Bridges: Improving HR Functional Relationships
Select HRBP Resources Include
Case Study: Syngenta’s Business Partner Boot Camp
Case Study: Webster Bank’s Workflow Shadowing Program
Guide: Cross-Functional Business Partner Coordination Guide
HRBP Guide: Managing Business Partner Collaboration
Tool: Checklist for Identifying Coordination Partners
Topic Center: Functional Support Center
1 2 3
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Leveraging Your CEB Membership for Success
HRBPs Are Critical to Talent and Business
Outcomes
Create an Environment Where You
Can Succeed
Build Your Key HRBP
Competencies
Key Resources and Quick
Links
21© 2015–2016 CEB. All rights reserved. CLC5563016SYN Detail about CEB Inc. and its subsidiaries can be found at cebglobal.com/offices. cebglobal.com
Key HRBP Resources
Many members take advantage of team introductions to and reviews of CEB’s support for HRBPs and strategic HR staff, including all the key resources mentioned below. To schedule a walk-through or learn more about available support for HRBPs, please contact your CEB account director today.
Key
HR
BP
Supp
ort
Incl
udes
Stay Up to Date
HRBP E-Briefing Monthly Newsletter
Download Ready-Made Tools
HRBP Portal On-the-Job Support
Identify Talent Trends
Quarterly Talent Reports■ CHRO Quarterly■ HR News Report■ Global Talent Monitor
Network with Your Peers
■ HRBP Discussion Forum■ Members-Only HRBP LinkedIn Group
Your Everyday Updates
Manage Projects Step By Step
■ CEB Ignition™ Guides■ Project Support Library
Learn About Key Talent Initiatives
HRBP Guides for Delivering Critical HR Initiatives
Discuss Leading Talent Strategies
■ In-Person Staff Briefings■ Virtual Webinars
Build a Business Case
Benchmarking Center
Your Evolving Project Needs
Create Your Development Strategy
HRBP Competency Workbook
Assess Your Performance
HRBP Self-Diagnostic Tool
Build Your Development Plan
HRBP Individual Development Plans
Leverage Development Tools
HRBP Portal Development Tools Library
Your Ongoing Development Support
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Quick Links
By clicking on “Topics” at the upper left corner of the homepage, you can access research, tools, and other resources on the following topics:
■ Employee Engagement■ Employee Value Proposition■ High-Potential Employees■ HR Metrics and Analytics■ HR Strategic Planning■ HR Transformation■ Leadership■ Organization Design■ Performance Management■ Succession Management■ Workforce Management■ Workforce Planning
Blogs
■ Membership Blog (Includes HRBP-specific posts
■ HR Practice Blog■ Also for HRBPs supporting functions:
– Marketing & Communications– IT– Sales & Service– Finance– Innovation & Strategy– Compliance & Legal– Risk & Audit– Financial Services – Procurement & Operations– Innovation & Strategy
Trends and Briefs
■ CHRO Quarterly■ Global Talent Monitor■ HR News Report
Other Products and Services
■ CEB Talent Assessment■ CEB Workforce Survey & Analytics■ CEB’s Leadership Academies (Training for
HRBPs and Leaders Across Functions)■ CEB Performance Management■ CEB Metrics That Matter™■ CEB TalentNeuron
Support
■ Contact Member Support
Other Libraries
■ Strategic Research Library (All studies published since 1999)
■ CEB Ignition™ Guides■ Competency Models ■ E-Learning■ Event Replays■ Job Descriptions■ Quick Poll Results
HRBP Resources
■ HR Business Partner Portal■ HRBP Self-Diagnostic Tool■ HRBP Competency Workbook■ HRBP Individual Development Plans■ HRBP Onboarding Presentation■ HRBP Guides for Delivering Critical
HR Initiatives■ CEB Ignition™ Guides
Contact Us
+1-866-913-6447
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