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Description

HR as Coach: Supporting Managers, Supporting Employees and Measuring Impact

Moving from an administrative support role to genuine support for managers and their teams

  • 2 days — 14 h
  • In-person or virtual
  • Intermediate
  • Up to 6 participants

The human resources function is often called upon too late, once a situation has already deteriorated and the manager is expecting a ready-made solution. Handling the problem directly brings short-term relief but removes accountability from the line, whereas simply reminding the manager of their obligations leaves them alone with the difficulty.

Over two days you build a genuine support posture. You clarify your remit when a request arrives, you conduct conversations with managers who are struggling, you equip them without taking their place, and you support employees as they think through their career options.

Learning objectives

  • Clarify the remit of human resources when a request for support is received
  • Conduct a support conversation with a manager who is struggling
  • Equip a manager to handle a team situation without taking their place
  • Support an employee thinking through their professional development
  • Refer to an external provider when a situation exceeds the internal remit
  • Assess the effects of a support programme run over several months

What makes this programme different

Poorly framed requests addressed to human resources are reworked until a clear brief emerges
Conversations with managers in difficulty are role-played by participants alternating between both roles
A multi-month support plan is built around a real situation brought by a participant

Programme

1Positioning the function

Supporting without taking over

  • Requests addressed to human resources versus the real underlying need
  • The boundary between supporting the manager and acting in their place
  • Alignment with the role of control and custodian of internal rules
  • Conditions of trust required for effective support

2Supporting a manager

The conversation and reframing the request

  • Clarifying the manager's initial request
  • Exploring the team situation as described
  • Seeking options with the manager rather than for them
  • Formalising what the manager will do and what human resources will do

3Equipping managers on team situations

Passing on reference points they can use

  • Support on a conflict or a drop in engagement
  • Preparing a difficult conversation with the manager
  • Sharing employment framework reference points without replacing the specialists
  • Follow-up after the manager has taken action

4Supporting career paths and setting limits

Employees, referral and follow-up

  • Conversation with an employee questioning their professional direction
  • Aligning individual aspirations with organisational needs
  • Referral to an external programme or professional
  • Assessing the effects of the support provided

Who is it for

Human resources managers and officers, learning and skills development managers, and HR business partners supporting line managers.

Prerequisites

Holding a human resources role and conducting one-to-one interviews on a regular basis.

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.