The Human Capital Institute's Strategic HR

Business Partner (sHRBP) Certification Course A new three day curriculum for a critical new breed of Talent Advisors

Vertical Human Resource

Type Certification-led

Sub-Category Leadership

Website Course page

jointly presented by

Hello there

You've considered embarking on an exciting journey to

strengthen your professional status and career trajectory. The

choice to obtain professional certification and/or further

credentials in the subject matter area that you choose to

specialise in, puts a powerful tool, right in your hands.

It will bring you competitive edge, career progression and

market opportunity.

This brochure will provide further information about the

course of your choice. There is a wide selection of other

courses on our website, a selection that is constantly added

and improved upon. Feel free to email or call us if you need

help with anything.

We welcome the chance to be part of your journey.

Sincerely

Rowena Morais

Programme Director

rmorais@verticaldistinct.com

Welcome Note

Rowena Morais

Programme Director

rmorais@verticaldistinct.com

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3

THREE DAY COURSE

The conversation about HR having a "seat at the table" is

over. The door is wide open and the Human Resources

function has its seat; increasingly one being populated by HR

Business Partners who are aligned with business units rather

than, or in addition to, a centralised HR function.

Introduction

For many organisations that have filled these roles with HR

generalists, long on skills in the HR function but short on

experience in other areas of the business, these partnerships

are proving frustrating for both sides. Now, more than ever,

HR professionals need a whole new set of competencies,

some related to talent and some related to business to

deliver the results their organisations are looking for.

The brand new Strategic HR

Business Partners certification

programme from the Human

Capital Institute comprises three

day long sessions, each focused

on an area critical to this

HR/Business Line partnership.

COURSE OFFERINGS

Rowena Morais

Programme Director

rmorais@verticaldistinct.com

TECHNOLOGY

HUMAN RESOURCE

Certificate of Cloud Security Knowledge

Cloud Technology Associate

Business Architecture - Techniques &

Deliverables

Business Process Management - Techniques

& Deliverables

Scrum : PSM, PSD (Java & .NET), PSPO

Certified Kanban Management Professional

KMP I and II

Certified in the Governance of Enterprise IT

COBIT 5 Foundation

Certified in Risk & Info Systems Control

Certified Professional in Health IT

Software Testing : ISTQB® Foundation,

ATM, ATA, ATTA, iSQI® Certified Agile

Tester

ISTQB® Foundation Exam Prep Course

ITIL® Lifecycle- Service Strategy + 3 more

Transitioning to Agile

How to Implement Practical Data Quality

Management

Ethical Hacker & Penetration Tester

HCI's The Strategic Human Resources

Business Partner (sHRBP)

HCI's Strategic Talent Acquisition (STA)

HCI's Performance Management Innovation

(PMI)

HCI's Human Capital Strategist (HCS)

HCI's Analytics for Talent Management (ATM)

HCI's Strategic Workforce Planning SWP

Certified Mentor Practitioner (Level 1)

The Language of Effective Presentations

The Engaged Manager

Inspiring the Best in Your People | A Mach 2

HR Masterclass

Background

Programme Structure

SESSION TWO

STRATEGIES FOR

IMPROVING THE

WORKPLACE

THROUGH

ENGAGEMENT,

COLLABORATION

AND RETENTION

The second day is centered

on the important advances in

talent practices made since

many business leaders

attended “B School.” This

session encompasses three

main topical areas that

transform these behaviours

from nice benefits to “must

have” business drivers and

presents the logic and

methodology necessary for

you to transform the work of

your business unit leaders.

.

SESSION ONE

BUILDING

FINANCIAL AND

ANALYTIC

CAPABILITY

The first day of the

programme covers the

increasingly important

decision science of talent

analytics. This skill is critical to

recommending and making

sound business based talent

decisions. The day is built on

three important pillars:

• Building Financial Acumen

- Understand the language

and thought processes used

in making strategic business

decisions;

• Improving Financial

Literacy - Identify the

quantifiable benefits of talent

initiatives and use the process

the business requires to

justify investments; and

• Acting on Meaningful

Analytics - Build a Talent

Scorecard that aligns key

talent metrics to business

objectives.

• The ROI of Engagement,

Collaboration and Retention

—Learn how improvements

here pay for themselves over

and over and how to make that

case to your leadership team;

• Building Trust and

Transparency —The key traits

that business leaders must

possess in this area and how to

help them build and improve

them;

• The Eight Drivers of

Improvement in ECR —

Turning values into observable

behaviours.

Programme Structure

5

Diagram courtesy Human Capital Institute.

.

SESSION THREE

CONSULTNG AND

EXECUTION SKILLS

The final day covers the

important set of skills and

competencies that HR Business

Partners must possess in order

to move from being an order

taker to a partner capable of

full participation in business

outcomes. It is not enough for

HR to prescribe a series of

activities for employees, they

must be able to build coalition

and effect change. This session

covers these key areas:

• Execution and Change

Management - How to

accelerate and drive change;

• Influencing Skills - Learn

how to move audiences and

recognise the stages involved

in acceptance; and

• The Migration of the HRBP

- Understand the next steps

involved in implementing and

applying your new capabilities

toward business impact.

Curriculum Guide

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Section 1 - Becoming

Effective Strategic HR

Business Partners

Video: Effective Strategic

HR Business Partners;

What Does It Mean to be

Strategic?;

The HCS Model and ROI;

The Human Capital Value

Chain;

Data-driven HR and

Decision Frameworks.

Section 2 - Strengthening

Business Acumen

Strategic Direction;

SWOT and External

Factors Tools;

Business Supply Chain;

Alignment and Line of

Sight Tools.

Section 3 - Improving

Financial Literacy

The Big Four: Revenue,

Profit, Cash and Assets;

Understanding an

Organisation’s Financial

Strength;

The Income Statement

and Balance Sheet;

Justifying HR Initiatives;

Cash Flow;

Net Present Value and

Internal Rate of Return.

Section 4 - Meaningful

Analytics

Metrics that Are No

Longer Good Enough;

Examples of Analytics in

Action;

Video: Google Analytics

Value Chain;

Building Meaningful

Analytics;

Key Outcome Measures;

BFAC Development

Portfolio;

Having Financial

Conversations;

Assignments and Tools.

DAY ONE

Building

Financial and

Analytics

Capability

(BFAC)

Section 1 - The Strategic HR

Business Partner as

Workplace Architect

Video : Effective Strategic

HR Business Partners;

Strategic Talent

Management Model;

ECR Defined.

Section 2 – The Financial

and Business Impacts of

ECR

The Financial and

Business Impacts of ECR -

Lessons Learned from

Engagement

Programmes;

Video: Dan Pink on Drive;

The ROI of Engagement;

Collaboration Examples

from Cisco, IBM,

Starbucks, GE, 3M,

Qualcomm and W.L. Gore;

The Whole Workforce:

Employees and

Contingent Labour;

ECR Issues for Contingent

Workers;

Video: Herb Kelleher.

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Section 3 – A Framework for

Improving the Workplace

and Worforce

The Foundations of Trust

and Transparency;

Turning Values into

Observable Behaviours;

Walkthrough Toolkit;

The 13 C s: The Big

Purpose, The Job, The

Network, The Coach, The

Experiences, The Whole

Person, Flexible Options

and The Legacy;

Best Practices for the

13Cs from Genentech,

Panera, Pepsi, Zappos,

Atlassian, Google,

Deloitte, GE and IBM;

Tools for the 13Cs.

Section 4 - The ECR Journal

and Action Plan

Having Practical

Conversations with

Business Leaders;

Assignments and Tools.

Curriculum Guide

DAY TWO

Strategies for

Improving the

Workplace

through

Improved

Engagement,

Collaboration

and Retention

(ECR)

Curriculum Guide

8

Section 1 - The Strategic HR

Business Partner as

Consultant and Change

Agent

Video : Effective Strategic

HR Business Partners;

Critical Consulting and

Execution Skills.

Section 2 – The CES

Methodology and Axiom

Case Study

Define: Definition, Barriers

and Outcomes - Effective

conversations with

business leaders;

Plan: Definition, Barriers

and Outcomes -

Components of a good

plan;

Gather Data: Definition,

Barriers and Outcomes -

Effective data gathering;

Recommend Solutions -

The structure of the

research report and

Visualisation of results.

Section 3 – Execution and

Change Management

Implement: Definition,

Barriers and Outcomes:

Barriers to Accepting

Change and The 8

Accelerators of Change (Kotter);

Evaluate: Definition, Barriers

and Outcomes - Designing

an evaluation study;

Follow Up: Definition,

Barriers and Outcomes -

Project management and

tracking tools.

Section 4 - Influencing Skills

Moving Others:

Attunement and Buoyancy

(Pink);

Influencing Others to

Change;

Crafting Individual Cases

for Change;

Making Compelling

Business Cases;

CES Development Portfolio;

Having Practical

Conversations with

Business Leaders.

Section 5 - The Next Steps for

Strategic HR Business

Partners

Historical Contributions of

HR;

Becoming a Credible

Activist;

sHRBP Accountability;

Advanced Skills;

Assignments and Tools.

DAY THREE

Consulting

and Execution

Skills (CES)

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Why HCI?

How does the sHRBP

differ from the Human

Capital Strategist (HCS)

curriculum? Why take

both?

The Strategic HR

Business Partner

(sHRBP) certification

programme is designed

to focus on critical

competencies that

Human Capital Business

Partners will need to be

successful.

While some of these are

related to Talent

Management, others are

more closely related to

other business functions

and thus are really not

covered in the HCS

course.

HCS, on the other hand,

provides a deep and

integrated landscape

view of the entire Talent

Lifecycle and is very

beneficial to all talent

related functions, thus,

the two courses are

complimentary.

HCI At a Glance

The Human Capital Institute

provides solutions that

advance the practice of

human capital and strategic

talent management. A global

clearinghouse and catalyst for

new ideas and next practices,

HCI is a resource for the most

progressive organisations and

executives in the world.

Audience Profile

195, 000 HCI members

worldwide;

18 % in emerging

markets;

96 % of the Fortune 500;

77 % of the Inc 500;

52, 000 mid-sized firms;

726 colleges &

universities;

all major federal agencies

and all brances of the

military.

Online Talent Communities

world's largest aggregator

of open source news,

information and research at

the intersection of human

capital and business

strategy.

access to over 100, 000

articles, white papers and

case studies;

digital library of over 1,800

webcasts, podcasts and

videos;

daily feed of over 200

expert blogs.

HCI Alumni

Since 2005, over 8,500

progressive talent leaders have

earned certifications from the

Human Capital Institute and

more than 1,000 have gone on

to the Masters level

programmes.

Certification - Exam Info

CERTIFICATION

In order to receive your s-

HRBP certification you must:

pass a test receiving a

score of 75% or higher;

and

complete a work product

that applies many of the

programme’s key models

and concepts to your own

work environment.

Four possible work

products are outlined.

Once HCI approves your

work product, HCI will

send your HRBP

Certificate.

General Specifications

Length: 20 to 30 minute

presentation

Format: A PowerPoint or

similar slide-based

presentation

Tool: A presentation delivered

via Brainshark or similar tool

that includes audio so that

there is voice over

commentary on the slides.

Evaluation: Submit finished

product to HCI for final

review.

THE EXAM

Multiple choice exam;

Can be taken anytime

after attending the course

(does not expire);

Exam consists of between

40-60 questions

depending on which

course is taken.

Pass score of 75%; and

You can re-take the exam

by clicking on the exam

link provided. There is no

re-set once the

examination is open to be

taken. You are, however,

not allowed to stop and

start ie once you begin

the exam, you must

complete it in entirety

once you have entered.

No limits on the number

of re-takes you can do.

RECERTIFICATION

Each certification is valid

for 3 year period;

Renewal is based on

continuing education

credits that demonstrate

currency in the field.

Credits may be earned by

attending HCI learning

events, completing

additional courses or

through outside

educational activities.

CREDITS

1. Approved for 17.50

Business recertification

credit hours towards PHR,

SPHR and HRPH recertification

through the HR Certification

Institute.

2. SHRM has pre-approved this

certification for 21

Professional Development

Credits (PDCs) toward SHRM-

CPSM

or SHRM-SCPSM

certifications. The Human

Capital Institute is recognised

by SHRM to offer Professional

Development Credits (PDCs)

for courses named above.

3. This certification has been

pre-approved by HRCI for

20.75 Strategic HRCI credits.

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Faculty

Ron Thomas

Cited by CIPD as one of the

top five HR thinkers in the

MENA region, Ron Thomas

MHCS SWP GHCS is

Managing Director at Strategy

Focused Group - MENA based

in Dubai.

Ron was formerly CEO, Great

Place to Work Gulf and the

former CHRO for the RGTS

Group in Riyadh, Saudi

Arabia. A senior faculty

member of the Human

Capital Institute (HCI), he

holds HCI certification as a

Master Human Capital

Strategist (MHCS) and

Strategic Workforce Planner

(SWP).

He has held senior level

positions within Xerox HR

Services, IBM and Martha

Stewart Living. Board

memberships include the

Harvard Business Review

Advisory Council, McKinsey

Quarterly Executive Online

Panel and HCI's Expert

Advisory Council on Talent

Management Strategy.

His writing has been featured

in the New York Times, Wall

Street Journal, Crain's NY

Business, Workforce

Management Magazine,

TLNT.com, CEO.com, People

and Management Magazine

and Vertical Distinct.

A sought after keynote

speaker, he was recently

named one of the "50 Most

Talented Global HR Leaders in

Asia" by the World HRD

Congress.

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engineer at Concentra.

As a consultant, he was a project lead on over a dozen projects spanning the manufacturing, healthcare, oil & gas, internet, banking & finance, and education verticals. His experience included projects at Fortune 500 and Global 1000 companies such as GE Medical Systems, BP Amoco, and William Blair. In addition to consulting, he has worked part-time as a corporate trainer and obtained certifications in Java (SCJP, SCJD) and Microsoft technologies (MCP+SiteBuilding). He has certifications in CIO, eCommerce, Data Warehousing and Business Intelligence.

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Additional Information

Important

Note

1. This course is brought to

you in partnership with The

Human Capital Institute and

Ron Thomas.

2. It is supported by HRDF

(Human Resource

Development Fund) Malaysia.

3. Terms and conditions

apply. Please visit Vertical

Distinct for the full terms.

Inclusives

A meal and light refreshments

will be provided at this

course.

This price is inclusive of the

cost of taking the exam.

Locations

Geographies covered :

Asia Pacific | Africa | Europe

Complete and updated list of

all cities and dates are

available on

www.verticaldistinct.com

Prerequisites

None applicable.

Testimonials

Rowena Morais

Programme Director

rmorais@verticaldistinc

t.com

"Extremely good content, highly appropriate subject matter and much-

needed focus on the Senior HRBP population. It's about time we

stopped apologising and started to work on ourselves. Every serious HR

leader should - and will - send their people to this class. It equates to

walking the talk of becoming more strategic and relevant! "

Sean A Nelson, VP Global Talent Management & Organisational

Effectiveness, ACCO Brands Corp

VERTICAL DISTINCT SDN BHD

Suite 1208 Level 12 Amcorp Tower, Amcorp Trade Centre

No. 18 Persiaran Barat, 46050 Petaling Jaya, Selangor Darul Ehsan, Malaysia.

+603 7948 5241 +603 7955 6363 hello@verticaldistinct.com

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