The HR Business Partner- Supporting Strategic Transitions in Canadian HR

The Conference Board of Canada, November 21, 2016
Recorded Webinar by ,
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Structuring the HR function so that it can respond rapidly and effectively to the strategic demands of the business is front and centre in discussions about HR Transformation. The pressure for HR to be an effective partner within the business is increasingly seen as a key competitive advantage. The human resources business partner (HRBP) is recognized as a valuable strategic and tactical role in many Canadian organizations, striving to improve the interface between HR and operational business units.

It has been almost two decades since the desire for HR to assume a more strategic role in organizations brought the model most closely associated with Dave Ulrich to the forefront. The HRBP role is designed to be HR’s one-stop-shop or single point of contact in the business unit, ensuring an effective two-way flow of information and services between HR and the business. Given this trend, how does your organization’s approach compare to the HR transformation approaches of other Canadian organizations?

Webinar Highlights

Join Shannon Jackson, Associate Director and Jane Cooper, Research Associate of the Leadership and Human Resources Research Division at the Conference Board of Canada as they share the insights and findings from our recent research and explore one organization’s journey transitioning to an HR Business Partner model. Greg Hedgecoe, Director of Talent and Organization Development at The Ottawa Hospital, will join the conversation to share the hospital’s experience transitioning to and implementing the HR Business Partner model. Greg will discuss some the challenges and successes associated with moving to an HR Business Partner model. He will also share some of their lessons and offer advice after 4 years of using the HRBP model.

During this 60-minute session, you will:

  • Hear how Canadian organizations are using HRBPs in their HR structure;
  • Examine the research on how well the Ulrich Model is working in organizations;
  • Learn some practical tips and tools to consider when implementing an HR Business Partner model;
  • Explore how the Ottawa Hospital is leveraging HR Business Partners in its HR structure.

About Shannon

Photo of Shannon JacksonShannon Jackson is the Associate Director of the Conference Board's HR Transformation Team. For more than 20 years, Shannon has helped organizations build better practices related to talent management, transitioning the workforce, and HR effectiveness.

About Jane

Photo of Jane CooperJane Cooper is a research associate at the Conference Board of Canada. Jane has expertise as a policy analyst specializing in human resource development issues in Canada and internationally, and is a Credentialed Evaluator (Canadian Evaluation Society). She has twenty-five years’ experience in research and management on a variety of learning and development initiatives. Jane holds an M.Sc. in Human Resource Management and Development from the University of Manchester.

About Greg

Photo of Greg HedgecoeGreg Hedgecoe is the Director, Talent Management and Leadership Development at The Ottawa Hospital, where he is responsible for leading a team that supports leaders with creating a talented, engaged workforce that is focused on achieving the Hospital’s vision.

Greg joined TOH approximately three years ago, and his portfolio includes: recruitment, orientation, performance management, talent review and planning, professional development, leadership development, total rewards, employee engagement, recognition and HR business partner services. Prior to joining TOH, Greg worked as a Senior Manager in Deloitte Consulting’s Human Capital practice, where he specialized in HR strategy and operations, organization design, and talent, performance and rewards.

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