Agenda

Applying strategic influence & skills to ensure effective internal relationships 

Tuesday, 26th February 2019 
 
OVERVIEW 
Tailored to HR Business Partners’ growing roles within their organisations, this workshop will facilitate the attendant’s professional development to maximise their influence and build on key relationships business-wide. With emphasis on implementing communication strategies, the workshop will also focus on establishing and maintaining a genuine, trusting relationship as a coach and mentor across the business to ensure transparency between HR Business Partners, employees and employers. During the day, there will be scenario-based exercises and in-depth case studies to provide a hands-on approach and strategies for senior HR professionals to use to forge stronger relationships within their organisations. 
 
AGENDA
 
Establishing strong professional relationships
Communicating effectively – demonstrating capabilities and potential to add value
Maintaining a foundation as a trusted advisor on strategic HR matters
 
Honing influential skills organisation-wide 
Putting forward a strong business case for strategic HR initiatives 
Understanding the relationship between HR initiatives and commercial results – linking HR strategy and business strategy
Creating a focus on win-win situations and ensuring HR Business Partners are part of the decision-making process
Influencing senior executive level stakeholders
Mentoring and influencing operational managers
 
Sustaining credibility as a coach and mentor
 
Managing change, developing, and proposing strategic HR initiatives  
Developing the business case plan  
Presenting data and HR insights effectively 
Key considerations for implementation
 

Workshop Facilitator:

Kevin McCaffrey, Associate Partner, People Advisory Services, EY
 

Kevin McCaffrey has an extensive background in HR, both as a practitioner and advisor. He works with organisations to develop and align culture, HR strategy and organisational objectives. He helps HR professionals deliver change and transform the human resources function to go beyond its operational role to transform itself into an enabler of business outcomes - delivered through people and talent based programs.

09:00

INCREASING THE STRATEGIC FOCUS & IMPORTANCE OF THE HR BUSINESS PARTNER 

09:10

  • Establishing HR Business Partners as capable champions for positive change 
  • What questions should you be asking to determine the best outcome? 
  • Embedding a strategic mindset - effectively mentoring employees
  • Targeting goals – using people plans to track and assess business objectives

HR BUSINESS PARTNERS DELIVERING EFFECTIVE CHANGE

09:45

  • Key contributions that HR Business Partners should be making to maximise their influence and impact the company 
  • Adding value through aligning with core business functions, helping shape strategies and people initiatives

10:20

  • Defining new roles and processes across the organisation 
  • Growing employee engagement through instigating strategic practices and conduct that supports change 
  • Fostering successful change through guiding executive leadership 
  • Empowering strategy through organisational change

10:55

STRATEGIC HR, ORGANISATIONAL CULTURE, ENGAGEMENT & PERFORMANCE 

11:30

  • Working with executives to determine optimal business structures  
  • Recognising company culture and embedding it into the strategic focus 
  • Developing and building on key relationships throughout the cultural change process  
  • Drawing on centres of excellence to deliver your talent agenda

12:05

  • Identifying underlying issues that have led to poor employee performance 
  • Why termination isn’t the only answer – HR Business Partnering to cultivate productivity and improvement 
  • The HR Business Partners’ role in determining when disciplinary action is necessary

12:40

01:40

  • Creating a Performance Improvement Framework (PIF) to define the issues and opportunities to drive future capability and performance 
  • Moving away from traditional performance management practices and enhancing employee engagement in the business 
  • HRBPs as a supportive coach to help operational management conduct effective performance evaluations and reviews

02:15

  • Building the HRBP and the line manager relationship  
  • Mitigating the risk of personal grievance, stress claims, and bullying claims, including under the 90 day rule 
  • Finding workable solutions to progress an employee out of the business, with empathy

INTERACTIVE ROUNDTABLES 

02:45

Roundtable 1: HR Business Partnering to drive and influence change & HR transformation initiatives 
  • Lisa Young, Human Resources Business Partner, MediaWorks NZ  
Roundtable 2: Shifting from an operational or generalist role to a strategic mindset 
  • Danielle Fava, HR Business Partner, 2degrees  
Roundtable 3: Bringing HR transformations to life – from conception to inception
  • Michelle Thompson, HR Business Partner, Avis Budget Group

03:20

CONSULTING WITH & INFLUENCING EXECUTIVE MANAGEMENT 

03:50

  • Maintaining a relationship of trust and acknowledged capability with executives 
  • Retaining a continuous presence in executive decision-making processes 
  • Finding resources and consulting with in-house counsel to provide guidance for executive leadership

04:25

  • Maximising HR Business Partners’ influence with executives 
  • Providing constructive feedback to executive management on management style 
  • Building a strong organisational culture alongside executive leadership

05:00

05:10

09:00

STRATEGIC INFLUENCE, COMMUNICATION & INTERNAL RELATIONSHIPS

09:10

  • Ensuring employees are working towards the same goals by linking departments across all levels 
  • Facilitating a high performing workforce through implementation of strategic focus

09:45

  • Preparing the HR team for transformation – looking at the bigger picture 
  • Forming connections with new management team as the business undergoes a restructure 
  • Maintaining trusting relationships and establishing credibility

10:20

10:50

  • HR Business Partners delivering positive and impactful change 
  • Creating a win-win strategy to benefit employees and facilitate growth for the organisation 
  • Implementing a change management team to ensure a smooth transitional change 
  • Overcoming resistance to change by working across the business 

UTILISING HR TECHNIOLOGY FOR STRATEGIC ADVANTAGE

11:25

  • Artificial intelligence (AI) – what can be expected for future workforces? 
  • HR Business Partners leveraging different HR technologies to enhance strategic focus e.g. popular portals, online learning and development platforms 
  • Providing the optimal experiences for employees and managers through leveraging technology

12:00

  • Preparing for future change – HR Business Partnering as the gatekeepers of effective communication 
  • How do data and systems contribute to change and transformation? 
  • Determining the root causes through diagnostics to confront the deeper issues behind change 

12:35

MORE EFFICIENTLY WORKING WITH LINE MANAGEMENT 

01:30

  • Maintaining a supportive approach and communicating effectively with line management 
  • Aligning organisational and HR objectives 
  • Developing and implementing user-friendly solutions to bolster employee engagement

02:05

  • Establishing and maintaining a trusting relationship as a coach and mentor across the business 
  • Maintaining authenticity in providing guidance to line management 
  • Ensuring effective management of employees through demonstrating capability and potential to add value

02:40

ENHANCING HRBP EFFECTIVENESS FOR TALENT MANAGEMENT: MENTAL HEALTH, D&I, AND WORKFORCE DEVELOPMENT 

03:05

  • Building capabilities and growing talent to ultimately enhance the business 
  • Implementing development initiatives as part of an overall retention strategy 
  • Cultivating a more efficient organisation through advising on performance improvement practices 

03:40

  • Supporting a workplace culture which embraces mental wellbeing 
  • Adapting HR practices and processes for those experiencing unwellness 
  • Tools and resources for HR and Leaders to support employees with mental health

04:15

  • Driving the diversity and inclusion agenda through the HR Business Partner role 
  • Efficiently responding to diversity and inclusion requirements 
  • Implementing an effective diversity and inclusion strategy which carries throughout the business

04:55

05:00