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Strategic HR Business Partner (st-HRBP) ​ What is an HR business partner? ​ The definition of a HR business partner is an experienced human resource professional who works directly with an organization's senior leadership to develop and direct an HR agenda that closely supports organizational goals. Rather than working primarily as part of the internal human resources department, the HR business partner works closely with senior leadership, perhaps sitting on the board of directors or collaborating regularly with the C-suite. Placing a human resources professional in close contact with executive leadership makes HR a part of the organizational strategy. The business partner model for human resources is becoming more and more popular among business organizations. ​ What does an HR business partner do? ​ The role of the HR business partner is to make sure human resource policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership. There is less focus on administration, compliance, and management. Rather than performing the day-to-day trainings or dealing with policy wording or the details of benefits packages and hiring, the HR business partner works with the big picture. ​ The person in this position determines and steers the objectives of the human resources department of the organization, focusing more on developing strategy rather than implementing policy. The HR business partner ensures that HR strategy fits into the organization’s overall business strategy. ​ The HR business partner is not a vice president, nor is this person a human resource manager. Instead, an HR business partner is more of a consultant who works in human resources, building relationships and providing resources in departments throughout the organization. What is the definition of a business partner? ​ The definition of a business partner includes any contractual, exclusive bond between parties that represents a commercial alliance. The two parties may be individuals who agree to work together to create and manage a business. The parties may also be separate teams, groups, or businesses that agree to cooperate and work together for a mutually beneficial common purpose. ​ What does it mean to be a strategic business partner? ​ A strategic business partner is a leader who is included in conversations about the future, mission, goals, and overall strategy of a company or organization. A strategic business partner, while not a member of the C-suite or executive leadership team, has a voice in their HR conversations. A strategic business partner is a consultant whose opinions and ideas are valued. The HR business partner is generally considered to be a strategic business partner that can offer recommendations, make decisions, and carry out goals. ​ To be valued as a strategic business partner and merit an invitation to conversations about the organization’s future, a human resources professional must have a certain set of skills and knowledge. This professional must understand all areas and departments of the business, and how HR can benefit these aspects. The individual is skilled in listening to problems and ideas, and in clearly articulating solutions. HR business partner vs. HR manager ​ An HR business partner and HR manager are separate roles and represent two different models of conducting human resources services within an organization. The HR manager’s work focuses around developing policy and enforcing procedure. This position is accountable for systems such as processing payroll, recruiting, hiring, system administration, and more. The HR manager oversees the HR department. ​ The HR business partner, on the other hand, does not have administrative responsibilities over a department. Their primary function is to work with the company’s senior leadership team and with department managers to help guide and communicate overall company strategy. HR business partners collaborate with the HR department while consulting the executive team on HR issues and initiatives. They may have a hand in developing HR initiative and strategy that affects the whole organization. ​ Who Gets HRBP and Why? A combination of structural and headcount criteria typically drive which groups are assigned an HRBP. Structural criteria help ensure effectiveness and headcount criteria ensure cost effi- cient staffing. A few consideration on Structural Criteria are: 1. Structural Criteria: HRBPs are almost always assigned to the highest level of a region and/ or function, with a matrix HR reporting structure not uncommon in large global organizations. • Which geographies, business units and sublevels should get an HRBP? The allocation of BP’s generally follows the organization structure of the business. ​ - In a more geographically structured business (single business, multiple geogra- phies), we typically see BPs at the country level and possibly below, depending on county headcount - If organized by business unit (i.e. Wealth Management, Personal Banking), the BP assignments typically follows that structure. - If either the country, region or BU is small enough, it’s often “clustered” with other similar structures to make it large enough for BP support.• Should all report to a single HRBP leader? Advantages: Potential mentoring and leadership given to more junior Ps; single point of contact to CHRO for all nonCOE issues; can groom as potential CHRO successor ​ 2. Headcount Criteria (ratios of BPs per employee) : The desired ratio of BP support is typically driven by cost considerations. In our Benchmark section, we present extensive statistics on the ratios used by companies globally when adding BPs. ​ What Separates the best HRBPs from the rest: ​ 1. Strong Functional Capabilities with Talent Expertise: They have meaningful expe- rience with compensation, talent acquisition and business partner activities, but have special depth in talent management, namely: • Talent Expert : They can accurately assess potential (have a great “eye” for talent) and can accelerate the development of talent. They have a thorough, fact-based understand- ing of the tools and processes used to assess and develop talent, including assessment tools, talent reviews, experience maps, etc. 2. High Intellect : They can quickly process large amounts of information, connect and integrate data into new solutions or a better understanding of problems and identify weak spots in plans and programs. 3. Loves Business: They both understand and enjoy the business side of business. They know everything about the organization’s finances and operations and how talent man- agement affects each. They approach problem solving from a business-first perspective. 4. Builds Strong Relationships : They actively network within the organization, building high quality relationships with key leaders and high potentials. 5. Personal Drive to Succeed : They have ambition and display that appropriately through the quality of their work. They are driven by a strong internal desire to have more impact and influence in the organization. ​ ​ HRBP Job Description ​ What are the specific job requirements? Summary/Objective The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The HRBP serves as a consultant to management on human resources-related issues. The successful HRBP will act as an employee champion and change agent. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The HRBP formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. The HRBP may include international human resource responsibilities. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition. Essential Functions • Conducts weekly meetings with respective business units. • Consults with line management, providing HR guidance when appropriate. • Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. • Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. • Develops contract terms for new hires, promotions and transfers. • Assists international employees with expatriate assignments and related HR matters. • Provides guidance and input on business unit restructures, workforce planning and succession planning. • Identifies training needs for business units and individual executive coaching needs. • Participates in evaluation and monitoring of success of training programs. Follows-up to ensure training objectives are met. General course details ​ Introduction As an Strategic HR Business Partner you have many challenges to face and different roles to play. Acting as a mediator between employees and management, you are a key person for your organisation. You are asked to handle issues on operation management, strategic partnership, employee relations and emergency responding. Objectives At the end of the training, participants will be able to: Analyse the complexity of their role as a HR business partners Identify key success factors to create a positive working environment Recruit the right candidate for their organisation Handle communication effectively with both employees and management Monitor the evaluation cycle and provide support in career management Estimate employee recognition tools and reward practices Coach employees and managers effectively to set their goals Handle difficult situations (how to deal with difficult attitudes, low performance, etc.) Content Becoming a trusted advisor for both employees and managers Developing your HR communication skills Selecting and hiring the right people Creating a positive work environment Understanding your role in the evaluation cycle Conducting training needs analysis and taking relevant action Guiding employees to manage their career path Developing your coaching skills (active listening, effective use of questions, etc.) Managing employee behavior issues Understanding the latest HR trends ​ ​ ​ ​ ​ ​ ​

​ ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ All fees and dues are subject to applicable taxes according to the member’s province of residence. In BC and Yukon, all fees and dues are subject to 5% GST. Annual membership dues are payable on a one-year period basis commencing on the member’s admission date and every successive anniversary date. Such membership dues are considered fully-earned, are not transferable (unless an Industry Partner Member), non-refundable, and ineligible for suspension or postponement (in instances of maternity leave or work separation for example). Other CPHR BC & Yukon fees such as the NKE Registration Fee are likewise considered fully-earned; eligible however for deferral upon communication with the Registrar. Industry Partner memberships are based on a calendar year and are payable no later than January of the calendar year. CPHR Member Dues become payable on the date a member is granted the CPHR designation. ​ Become a member today! Does your employer pay your membership dues? Use this template letter to request reimbursement of your CPHR BC & Yukon membership dues from your employer. ​ Member Types ​ Chartered Professional in Human Resources (CPHRTM) Chartered Professional in Human Resources members are actively maintaining their CPHR or FCPHR designation. Membership includes the right to vote, hold elected office and access volunteering, professional development and networking opportunities. You must be a current General or Student member in order to embark on the CPHR path . To transfer your CPHR designation from another association to CPHR BC & Yukon, you must complete and submit the CPHR Membership Application Form and also contact your current association for the transfer of your CPHR records. If you wish to earn and/or maintain the CPHR designation but you reside outside of BC and the Yukon, please contact cphr@cphrbc.ca for information on non-resident membership options. ​ General Member General Members are engaged in the practice of human resources or have a professional interest in the mission of the association. General membership includes the right to vote, hold elected office and take advantage of volunteering, professional development and networking opportunities. CPHR BC & Yukon General Members are eligible to apply for the Chartered Professional in Human Resources (CPHR) designation. ​ Student Member Student Members are individuals enrolled in two or more courses per semester in any degree or diploma program in a recognized post-secondary institution. Any students enrolled in programs accredited by CPHR BC & Yukon are automatically eligible for student membership. Student member pricing is intended to alleviate some of the costs associated with membership for those who intend to progress to a professional membership upon graduation*. Proof of current student status must be supplied at time of application and renewal. Proof of current student status is either an unofficial transcript, confirmation of current registration or a letter confirming enrollment details. All documentation must be on the post-secondary’s letterhead and include the student’s name, program title and course details. *Student members, upon graduation from a program, will receive a 50% discount on their general or professional membership dues for the first-year post-graduation (New Graduate Membership). For an individual to access this post-graduation discount, CPHR BC & Yukon records must show that they have held a student membership for a minimum of 12 months. Learn more about CPHR BC & Yukon Student Connections. ​ New Graduate Member CPHR BC & Yukon recognizes the importance for new graduates to stay connected to their profession at a time which can often be financially challenging as they start their career path. The Association offers a special one-time reduced membership fee of $200 to existing CPHR BC & Yukon Student Members for their first membership renewal following post-secondary graduation. The New Graduate rate only applies to students who were already Student Members of CPHR BC & Yukon before graduation. Those joining for the first time as new members after graduation must join as General Members, even if they are in their first year after graduation. ​ All privileges of General Membership are included. New Graduate Members are eligible and encouraged to begin the process to apply for the Chartered Professional in Human Resources (CPHR) designation. If a new graduate is already a CPHR Member, the regular CPHR Member fees will apply. However, the New Graduate rate will apply to members who are CPHR Candidates. Retired Professionals CPHR BC & Yukon members that are fully retired from human resources practice and have been members of the Association or have held the CPHR designation for at least five continuous years immediately prior to retirement are eligible for discounted member dues of $60/year. All privileges of general membership are included. If applicable, the CPHR designation changes to CPHR Retired. Please contact membership@cphrbc.ca for more information. Industry Partner Member Industry Partner Members are individuals from organizations that recognize the impact human resources has on business outcomes. These members may not be HR professionals themselves, but work for companies that provide products and services to HR professionals and are connected to the practice of Humans Resources. Industry Partner Membership gives an individual and their company influence within the HR community and recognition as a supporter of strong professional people practices. Industry Partner Members are permitted to display the CPHR BC & Yukon logo on the company’s website and marketing materials. Learn more about additional benefits of becoming an Industry Partner Member . ​ ​

ELIGIBILITY CRITERIA Applicants must meet specific educational and work experience criteria at the time they submit their application in order to be eligible to sit for the SHRM-CP or SHRM-SCP exam. These requirements are outlined below: ​ SHRM-CP AND SHRM-SCP ELIGIBILITY CHART ​ ​ The following general eligibility criteria, listed below, also apply: HR-related experience relates to work in any of the 15 functional areas of HR knowledge which comprise the technical competency HR Expertise, identified in the SHRM BoCK . Applicants are not required to hold an HR title. The critical factor in determining eligibility is your HR-related work as opposed to your job title. Applicants must be able to demonstrate that they devoted at least 1,000 hours to HR-related activities in any calendar year to qualify as having a year of HR-related experience. More than 1,000 hours in a calendar year does not equate to more than 1 year of experience. Part-time work qualifies as long as the 1,000-hour standard is met within a calendar year. Individuals who have mixed roles—for example, office managers who have both administrative and HR responsibilities—may also have qualifying experience, as long as HR-related duties total at least 1,000 hours in a calendar year. Supervising employees in and of itself is not considered qualifying HR-related experience. Experience may be either exempt or nonexempt. Individuals who are HR consultants may demonstrate qualifying experience through the HR-related duties they perform for their clients. Contracted hours must total at least 1,000 hours in a calendar year. SHRM membership is not required. ​ ​ STUDENT ELIGIBILITY Students who are enrolled in their final year of an undergraduate or graduate degree program at a college or university that has been approved by SHRM’s Academic Initiatives staff as being aligned to SHRM’s curriculum guidelines are eligible to sit for the SHRM-CP exam. Students must also have accumulated at least 500 hours of an internship or practical HR experience and must be in good standing with their school.

HR advisory & Compensation Management ​ Outsourcing your HR services to human resources consultants can save both time and money. But there may also be disadvantages depending on which functions you choose to outsource, how change is implemented and who you choose to outsource to. It’s important to weigh up all aspects before you decide. HR consulting services have presented many companies with the flexibility of outsourcing human resources activities, as and when needed. Companies may also opt to outsource specific functions, such as employee compensation or payroll. Similarly, for companies that don't have their HR teams can choose to outsource all their HR function related roles. The following are the key benefits of contracting HR consulting services to TRC: ​ HR Functions Outsourcing One of the main benefits of HR consulting services is the outsourcing of HR tasks. Several HR consulting services provide companies with many HR duties, such as payroll accounting, employee compensation administration, and much more. Letting HR consulting services manage such HR activities saves your company a lot of time and raises overall business efficiency. When a company outsources its HR functions to HR Consulting services, it removes all kinds of HR errors. It is because most of the work gets handled by the HR consulting services, so a lesser chance of committing any mistakes. ​ Employee Benefits Confirming that employee benefits are adequately covered is not only complicated but also a time-consuming task. Such tasks can be given to HR consulting services. By doing so, companies can guarantee that their overall HR tasks are performed with ease and efficiency. HR consulting services can communicate with insurance or benefit providers to help shortlist options and offer comprehensive advice on several packages that fit the company's requirements and budget. The HR consulting services do all the heavy lifting while the management executives' attention is focused on the company's core activities. HR Tech Implementation HR consulting services help small, medium and large companies in the appropriate implementation of new HR techs and software. Needless to say, setting up an independent dedicated tech team for the HR department is a challenging job. The HR consulting services provide your company with the latest HR technology, helps set it up, and also train the staff on how to use it. They even help maintain the technology and system, if needed. When you're ready to upgrade your company, HR consulting services also assist such decisions. ​ Human Capital Management Another significant advantage of employing the best HR consulting services is the proper working and execution of human capital management. The HR consulting services help develop incentive systems for employees, improves the recruiting method and also delivers expert staff supervision. If getting the right recruits and retaining them is the purpose, then HR consulting services approach may be the perfect option for your company. ​ Business Communication Ensuring a smooth corporate relations function is another significant part of a company's operations. HR consulting services help determine the employees and workers ' general disposition. HR consulting services also enables a company to find out how to handle a specific problem by continually communicating with the operations team for improved evaluation and better solutions. Through extensive research on employee retention, productivity, satisfaction and more, HR consulting services help companies figure out what their employees like, what they dislike, and what improvements they want. Thus, it brings forward a clearer picture about the effectiveness of the company as a whole. The benefits of HR consulting services are not limited to the points mentioned above; it also has several other advantages. ​ How SBMC Helps You With HR Consulting Services At SBM, our purpose is to make sure that all your HR requirements are accomplished efficiently. Our HR consulting services team, with their expertise, drive value to your business and help you achieve your business goals with an added advantage of minimizing any HR-related risks. We also offer tailor-made solutions for your business's HR requirements. Contact us if you are committed to obtaining the best talent or need any further understanding of our HR consulting services. Development of Compensation System Compensation system involves the total rewards that are given to the employees for the labour and services they provide to the organization. Compensation includes direct monetary benefits as well as indirect monetary benefits. Wages and salaries form the direct financial benefits that an employee receives from his or her company. Besides, wages and salaries, bonuses and commissions also form a part of the direct monetary benefits. The indirect monetary benefits include paid absences and other leave benefits, retirement plans, employee insurance schemes, health plans, education benefits and other such benefits. Depending upon the requirements of the company, SBMC may take up the necessary aspects required to be considered for development and/or improvement of the compensation system in the organization, thereby, strengthening the compensation system of the company by making it more equitable and attractive. SBMC will develop a well-defined and balanced compensation system that gives the organization an advantage of maintaining internal as well as external equity. It is a powerful tool for attracting employees, motivating them to work in achieving the strategic organizational goals, and retaining them in the long run. SBMC can provide an in depth analysis and detailed report on the setting up of a balanced compensation system for the company.

For a career in human resources or recruitment, check out Global certifications. ​ HR professionals have a wide range of responsibilities, and there are different ranks of HR employees. If you want to move up in the ranks of the HR department, an HR certification may be the key. HR certification is an ideal way for employers to gauge employee performance and dedication to keeping up with HR trends. Employers may also offer higher pay and higher employee ranking to those with an HR certification. When deciding to earn an HR certification, understand the different types of certification options as well as the advantages and disadvantages of each type of HR certification. There is a broad range of responsibilities that fall to HR professionals. The right certification can help you rise in the ranks. Many of us think of HR as the people in charge of filling open positions within an organization, but it's much more than that. Talent acquisition is just one aspect; many HR professionals are also tasked with employee onboarding and training, gauging performance, administration of employee compensation and benefits, and higher-level policy and strategy development. These responsibilities are integral to the success of an organization, and achieving a respected certification helps you prove you've got the chops to handle the job. ​ Benefits of HR certification Earning an HR certification is an ideal way to show professional achievements, which may also help with career advancements. HR certification provides many benefits for both employees and employers: Employee benefits HR certification provides employee dedication to their HR career as well as their interest in staying updated with the latest trends. Certification provides a perception of competency, qualifications and that the person is capable of performing at a higher level. HR certification helps with group decision-making among peers because the certified employee's feedback may be given more consideration. Employees with HR certification are often considered for better opportunities, higher salary and company advancements. Employer benefits Certification allows for easier selection when finding qualified candidates for an HR position. HR certification can help organizations determine whether an employee can perform at an acceptable level within their position. Certifications encourage employees to perform in a better way with skills that are up to date.

HRCI Exam SPHR, SPHRi, GPHR, PHR, PHRi, aPHR Application Process ​ Congratulations! You've made an important decision to enhance your human resource management career and to help advance your organization by earning a recognized and trusted HR credential from HRCI. Your first steps are to create an online account. Let's get started: Step 1: Create Account Create an online account with HRCI. If you already have an account, login using your email and password. Step 2: Choose Choose the exam that's right for you in the "My Application" section and provide your eligibility information. Step 3: Build Your Own Bundle Decide if you would like to purchase preparation materials through our Build Your Own Bundle option. Step 4: Affirm Affirm that all information submitted on the application is complete and true, that you have read the HRCI Certification Handbook and agree to be bound by all policies and procedures outlined. Step 5: Submit Submit the application with payment. Step 6: Schedule Schedule your exam within 180 days from the date of approval with our exam partner, Pearson VUE and plan your preparation . Exams can be scheduled at a testing center or through online proctoring *. *Online exam delivery is currently available for residents of the United States and Canada for the following certifications: Associate Professional in Human Resources (aPHR), Professional in Human Resources (PHR), Professional in Human Resources – California (PHRca), Senior Professional in Human Resources (SPHR) and Global Professional in Human Resources (GPHR). Step 7: Take Exam Bring an official valid government issued identification with you to take the exam. Review these exam day tips to ensure you are ready for exam day. Receive Results Receive your test results at the test center and an official results report within 24-48 hours after testing. For candidates testing through online proctoring, your exam result may take up to one hour after the end of your testing session to appear in your online profile.

Harness your experience, test your knowledge and build essential competencies for today’s challenging business environments. The CPHR designation vaults members to new career heights — just ask these five HR professionals. It can do the same for you. Earn more and get promoted faster. A 2016 salary survey conducted by Insights West, contrasted the career trajectories and income levels of those with and without the CPHR designation. Nationally, CPHR designation holders earn $93K compared to $72K for non-CPHR holders. That is an average of 23% more earnings. The higher up the ladder, the more prevalent the CPHR designation. More than 70% of senior HR leaders, including the executive suite, hold the CPHR designation, contrasted with only 30% of HR administrators. More than 70% of those with a CPHR agree that the designation has benefited their career and are significantly more likely to work in management positions. ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ Learn more about the five paths to earning the CPHR designation Beyond the evidence provided above, here are some of the advantages to attaining your CPHR designation: Proven Expertise Demonstrate to employers that you are a true HR expert with verified knowledge in all aspects of HR. Continual Learning Highlight that your skills and knowledge is current and relevant. Knowledge Community Become part of an exclusive nationwide community of HR experts. Ethical Behaviour Commit to a high standard of ethical behaviour and hold to the Code of Ethics . Join the thousands of HR professionals across Canada who have discovered the CPHR advantage. Learn more about the value of the designation and the path to achieve it.

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