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Description

HR Business Partner: Diagnosing Business Issues, Advising and Supporting

Two days to stop simply processing HR requests and start influencing decisions before they are made

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

The HR business partner is called in once the decision has been taken. The reorganisation has been settled, the position has been opened, the exit has been agreed. They execute correctly but were never consulted on the option chosen. Operational managers see them as a support service rather than as a counterpart with whom to prepare a decision.

These 14 hours focus on contributing to how the business is steered. Participants learn to read the indicators of their business perimeter, to formulate an organisational diagnosis, to build a quantified business case and to conduct an advisory conversation with an operational director. The level assumes an already established HR practice.

Learning objectives

  • Analyse the economic and workforce indicators of an operational perimeter
  • Formulate an organisational diagnosis based on data and field interviews
  • Build a quantified business case to support an HR recommendation
  • Conduct an advisory conversation with an operational director who has asked for nothing
  • Distinguish the stated request from the real need within a service relationship
  • Define your scope of intervention and the topics to be referred to HR specialists

What makes this programme different

A perimeter diagnosis built on the real figures brought by each participant
Advisory conversations role-played with operational directors holding contradictory expectations
A recommendation submitted to the group, which votes to approve or reject it

Programme

1Reading the Business Activity

Economic and Workforce Indicators

  • Understanding the business model of the perimeter you support
  • Performance indicators tracked by operational managers
  • Cross-referencing with absenteeism, staff turnover and age profile
  • Spotting weak signals before they become cases to manage

2Building the Diagnosis

From Request to Real Need

  • Field interviews with managers and teams
  • Distinguishing symptom, cause and the requester's preferred solution
  • Formalising a diagnosis that fits on a single page
  • Testing the diagnosis with a peer before presenting it

3Advising and Convincing

Making the Case to Leadership

  • Structure of a recommendation supported by scenarios
  • Costing the options and the cost of inaction
  • Responding to objections on cost and timing
  • Choosing the right moment and channel to raise a topic

4Sustaining the Role Over Time

Scope, Alliances and Limits

  • Division of roles between the HR business partner and subject-matter specialists
  • Building alliances with finance and operations
  • Handling requests outside your scope and permanent urgency
  • Dealing with situations where business interest and company interest diverge

Who is it for

HR managers with a defined business perimeter · experienced HR business partners · HR development managers working alongside operational leadership teams.

Prerequisites

Solid experience in the HR function and current practice supporting an operational perimeter.

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.