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

As practice informs theory, the concept of Business Partnering has continued to evolve and become a dominant way of thinking about how HR can provide value adding solutions to meet real business needs.

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Course Overview
Length 4 Months
Regular Fee NGN 511500.00
Special Fee NGN 371250.00
Payment Plan Available
Course Type Self Paced
Review
(4.87)

Course Brochure

Discover complete module breakdowns, schedules, and learning outcomes.

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International Recognition

Cambridge Academy of Professionals (CAP) UK.

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

HRCI

“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]

SHRM

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

APTD & CPTD

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

The Certified HR Business Partner 2.0 program is designed to transform HR professionals into strategic business partners who drive organizational success. As businesses evolve, HR professionals must step beyond traditional roles to align HR practices with business strategy, demonstrating value as trusted advisors and leaders. This program equips participants with the advanced skills, capabilities, and mindset needed for HRBP 2.0 roles, focusing on strategic workforce planning, business acumen, financial intelligence, and HR analytics. By bridging HR strategies with organizational goals, the course prepares participants to become proactive change agents who foster innovation, enhance business performance, and ensure workforce readiness in a rapidly changing business landscape.

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.

Pre Course Assignment

This module introduces the concept of HR Business Partnering, a modern approach that positions HR as a strategic partner aligned with the business’s goals and objectives. The class focuses on understanding the roles, responsibilities, and practices that HR Business Partners (HRBPs) employ to effectively collaborate with business leaders, enabling them to contribute meaningfully to organizational success. Through real-world examples and case studies, participants will learn how to develop the necessary skills to act as trusted advisors, bridging the gap between HR and business functions, and driving business performance.

This module delves into the evolving dimensions of the HR Business Partner (HRBP) role in its modern iteration, often referred to as HRBP 2.0. It focuses on the expanded responsibilities and competencies required for HR professionals to stay relevant and strategic in today's fast-paced business environment. The class will explore how technology, data analytics, and business acumen are reshaping the HRBP role, emphasizing the importance of agility, continuous learning, and the ability to drive business transformation. Participants will gain insights into how HRBP 2.0 is more integrated with business strategy, influencing decisions that affect organizational performance and growth.

This module explores the critical importance of business acumen and the ability to understand and align with business strategy for HR Business Partners (HRBPs). For HRBPs to drive meaningful contributions to an organization, they must have a deep understanding of the company’s business model, industry dynamics, and strategic goals. This class will focus on developing the necessary skills to interpret financial metrics, market trends, and organizational strategies, enabling HRBPs to contribute to high-level business discussions and decisions. Participants will learn how to connect HR initiatives with business priorities, ensuring that HR delivers value to the overall business.

This module focuses on the importance of financial intelligence for HR Business Partners (HRBPs) and how a solid understanding of financial principles enables HR professionals to make more informed decisions that align with business objectives. HRBPs are increasingly expected to contribute to business discussions that go beyond HR, including financial performance, profitability, and cost management. This class will help participants build financial literacy, understand key financial metrics, and learn how to integrate financial insights into HR strategy. By developing financial intelligence, HRBPs will be better positioned to partner with business leaders and demonstrate HR’s impact on the bottom line.

In today’s data-driven world, HR professionals are expected to move beyond intuition and use analytics to make informed business decisions. HR Analytics enables HR Business Partners (HRBPs) to gather, interpret, and apply data to drive decisions that align with organizational goals. This module focuses on how HRBPs can leverage analytics to optimize workforce performance, predict talent needs, and demonstrate HR’s impact on business outcomes. By using data effectively, HRBPs can offer strategic insights that enhance decision-making across the organization.

As organizations evolve, the role of HR Business Partners (HRBPs) has expanded beyond traditional HR functions into that of internal consultants. HRBPs are increasingly expected to serve as advisors to business leaders, helping them solve complex organizational issues, improve performance, and drive strategic initiatives. This module will focus on the consulting skills HRBPs need to effectively diagnose business problems, provide data-driven recommendations, and facilitate solutions that align with the organization’s goals. Participants will learn how to build trust with stakeholders, offer tailored solutions, and act as strategic advisors to drive business success.

Succession management is critical to ensuring business continuity, particularly in today’s fast-changing business environment. Organizations must have strategies in place to identify and develop future leaders who can step into key roles as needed. This module focuses on how HR Business Partners (HRBPs) can build robust succession plans that align with organizational goals, mitigate risks of leadership gaps, and ensure long-term stability. Participants will explore how to identify high-potential employees, create development pathways, and establish leadership pipelines that secure business continuity in times of change or transition.

This module focuses on the critical capabilities and mindset required for HR Business Partners (HRBPs) to be successful in their roles. As HRBPs bridge the gap between HR and business functions, they need to possess a unique combination of skills, strategic thinking, and the right mindset to influence and drive business outcomes. This class will explore how HRBPs can build strong partnerships with business leaders, adopt a strategic mindset, leverage data, and continuously evolve their skills to meet organizational needs. Participants will also learn how to develop the necessary agility, resilience, and consultative abilities to thrive in a dynamic business environment.

This module focuses on Strategic Human Resource Management (SHRM), which aligns HR practices with the long-term objectives of an organization. HR’s role is no longer limited to administrative tasks; it has evolved into a strategic function that drives business success. In this module, participants will explore how HR can be integrated into organizational strategy, ensuring that human capital contributes to achieving key business goals. The class will cover approaches to aligning HR activities such as talent management, succession planning, and employee engagement with broader strategic initiatives, allowing HR to become a driving force in organizational development.

Strategic Workforce Planning (SWP) is a critical process that ensures an organization has the right people, with the right skills, in the right roles, at the right time. As organizations evolve, so do their talent needs, and HR must anticipate and plan for these changes to support long-term business goals. In this module, participants will explore how to forecast workforce needs, assess skill gaps, and develop strategies to attract, retain, and develop talent in alignment with the organization's objectives. This class will provide HR professionals with the tools and frameworks necessary to execute workforce plans that are both flexible and responsive to changing business environments.
  • 10 Practical Focus Module
  • 8 Reference Book
  • Post Completion:
    • Electronic Certificate 
    • Digital Badge via Credly.com
    • Printed Certificate Available
    • Printed Transcript Available

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.

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.
Features:

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

Assignment:

  • Total Assignments: 06
  • 01 Pre-Course Assignment (Learning Purpose)
  • 04 In-Course  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!"

Exam Guideline

Exam Method:

  • Number of Exams: 01
  • Number of Questions: 50 MCQ Questions
  • Duration: 60 Minutes
  • Total Marks: 100 
  • Pass Mark: 70%

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