HRBP Course

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HRCI---pngHRCI Approval
This program, has been approved for 2.25 (HR (General)) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR re-certification through the HR Certification Institute.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.



SHR-2016SHRM Recertification Provider
Talent Management Alliance LLC (TMA) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 3 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit


Being an HR Business Partner in today’s economy isn’t easy. In fact, depending on the age of your company and the history or the relations between HR and the frontline and baggage you might be carrying packed by predecessors, being an HR Business Partner might feel downright impossible. Still, we know there is so much potential if the front line and C-Suite would only listen to the people who know the more than anyone else about the most important input to their achieving success – and that’s the talent, of course!

So what would you do if you already were an outstanding HR Business Partner? Well, you’d take a page from Wayne Gretsky, who once explained his greatness by saying, “I don’t skate to where the puck is, I skate to where the puck is going.” In other words, you’d help the organization look forward by being a strategic influencer. As an influencer, we’d bring vital people in the organization together to make important change happen and stick.
Of course, to do all of that might require a set of skills and a breadth of knowledge far different from than the one we’ve been equipped with by our business thus far. In this brand new course offering, we will introduce you to the skills required to become an HR Business Partner with strategic influence.

Today’s top HRBPs work as internal consultants and Trusted Advisors with a nuanced understanding of where the business is going and what talent will be needed to enable that business. They’ve built their business acumen to a level where they can converse about the business with anyone from the CEO to the receptionist, talking talent in the context of trends within the business itself as well as the global economy. They meld that business acumen with a good grasp of Strategic Talent Management concepts, from talent acquisition, development, and deployment to retention and succession planning. To craft such a holistic view requires a modern insight into talent analytics, enabling the HRBP to back up recommendations and insights with facts about your talent and a plan for the workforce that only you can put craft.

Do all this, and you’ll be an HR Business Partner who can ensure your stakeholders have the talent they need, with the right skills, at the right time, at the right cost, both today, and into the future. Take our latest course today and get started!




1 1. The HRBP as a Trusted Advisor
a. Management Consulting parallels
b. Consulting Methodology
i. Frame
ii. Organize
iii. Collect Data
iv. Understand & Interpret
v. Recommend Solutions
vi. Implement Solutions
vii. Monitor Progress
3 2. Developing Business Acumen
a. Business History
b. Industry History
c. Industry Trends
d. Current Business Strategy
e. SWOT Analysis
f. Activity: Acumen in Action
34 3. HRBP & Strategic Talent Management
a. Talent Acquisition
b. Identifying High Potentials
c. Engaging, Developing, and Retaining High Potentials & High Performers
d. Crafting a Strategic Total Rewards Plan
e. Leadership Development & Succession Planning
iv 4. HR in the Era of Big Data
a. Human Capital Analytics
b. Human Capital Dashboards
c. Human Capital Analytics Cadence
d. Activity: Analytics Questions to Ask
e. Types of Metrics
v 5. Practical Strategic Workforce Planning
a. Why SWP Matters
b. Key Elements of a SWP Model
i. Aligning to Business Strategy
ii. Role Segmentation
iii. Closing the Gaps
iv. Managing a Plan
c. Activity: Segmenting Turnover
d. SWP: What the Best Do



Register for this class by purchasing a ticket below:

Become a TMA Professional Member and receive access to over 200 hours of talent management, recruiting and human resources education via TMA OnDemand education courses and access to select conference presentations from TMA conferences at a fraction of the cost. Multiple seats are available for your entire team. When purchasing multiple seats, the buyer will receive an email with coupon codes that each user can use to create their individual accounts.
For 30 or more seats, please contact us for group discounts.

TMA Cancellation, Postponement and Substitution Policies
TMA DIGITAL PRODUCTS: Conference videos and online education courses can be refunded within seven (7) days of purchase. Full Access passes are also eligible for full refunds within seven (7) days of purchase, but no partial refunds are available. Once a refund is issued, the buyer will no longer have access to any videos purchased. No continuing education credits will be granted on videos watched before cancellation.




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Full Access for OnDemand Videos $595.00 $995.00