Programme Overview
Our HR Business Partner Certificate is a 1 year programme focused on building your strategic HR skills so that you can deliver as a high impact HR Business Partner.
Over the course you complete online learning modules which have videos to watch and articles to read and then you complete an assignment and get personal coaching and feedback from our team.
The programme also involves assessing your achievement level from the start to the finish.
Who should register:
You’ll benefit most from the HR Business Partner Certificate if you are:
- An experienced HR Advisor/Consultant wanting to prepare to move into an HRBP role
- An HR Business Partner wanting a formal programme to build your skills and experience
- In an HR role in a company moving to an HR Business Partnering model
What will you finish with?
The HRBP Certificate is different from tertiary study as we cover real life, rather than just covering theory. It’s full of practical suggestions and ideas to use. You’ll work through each module, with real case studies and assessments to test you are applying what we’ve covered. Once you’ve completed your final assessment you will be awarded your certificate.
Elephant Certificates are now recognised globally, in New Zealand, Australia, the Pacific Islands, Singapore, Malaysia, Canada, the US and United Kingdom.
The programme investment is NZ$1,950, AUD$1,750, UK£895, Singapore $1450 or EUR895. Fees can be paid in full, or you can choose to pay in three instalments. The first on registration and the second and third after three and then six months.
You will need to complete the on-line application to register for the Certificate. We have three intakes a year, in March, June and October. Close off is the third week of the month before.
Core Modules
These 8 core modules must be completed. If you have advanced training or experience in one of these areas, then you can apply to have one module exchanged for an optional module.
Introduction to HR Business Partnering
To start the Certificate you’ll complete a self-assessment of your skills and experience with an optional 360 from managers and peers. You’ll also learn about different HRBP Models, and how to communicate and influence to deliver effectively.
HR Strategy and Planning
As an HRBP you might not be responsible for developing your HR plan, but may be involved in it and need to roll it out for your division. This modules covers different HR strategic plan models, ways to develop content, measure and roll out strategy
Planning Change
This module takes you through using specific change tools so you are fully prepared to drive change in your business, take people through a change journey, and know how to measure change success. You’ll get to try the change tools on a case study and in real life.
Business Acumen
An HR Business Partner must understand the financial, commercial and legal aspects of company operations to gain credibility and respect with their senior leaders, and to be able to partner with them effectively. This module covers key concepts and how to apply them with an HR lens.
Building Company Culture
More and more HR professionals are asked to use the right tools to redefine, measure and build company culture. This module covers tools and case studies. For those experienced with culture, this module can be exchanged for EX Strategy.
Engaging your Managers
Whether during a change project, rolling out a new initiative or launching or reinvigorating an existing programme – using innovative communications to engage your managers can make or break the success of your roll out.
Performance Coaching
Whether part of leadership development or as a tool for HR to use when advising and supporting their business, understanding and using the principles and models of performance coaching can be very valuable. This module covers the different types of coaching and coaching models, and how to develop your own skills.
Using HR Metrics and Analytics
Many managers and CEO’s do not understand what an HR function can deliver, as there is a lack of HR metrics or analytics delivered to the business. You’ll finish this module with an understanding of the different levels of metrics and analytics and how to use these as an HRBP.
Optional Modules
Two optional modules can be chosen from the following:
Learning Strategy
In many middle sized organisations, capability and learning sits within the HR Business Partners remit. This module covers different ways you can conduct a Training Needs Analysis (TNA), L&D frameworks for developing a programme and presenting your L&D Strategy.
Running Investigative Interviews
If you have to run an investigation (e.g. a bullying or misconduct allegation) you need to know how to plan who you interview and how you interview them. This module takes you using the PEACE model, used by Police and Investigators, to ensure you plan a thorough and unbiased investigation, and get the information you need.
Wellness and Mental Health
Mental health and wellness are more important than ever before. In an HRBP role you may be responsible for developing and delivering wellness and mental health programmes. You’ll learn to identify the key drivers for your wellness programme, measure results, create engagement and build personal and organisational resilience.
Attending Mediation (NZ only)
You may need to attend mediation to resolve ER issues while in an HR Business Partner role. This module will take you through analysing what the issues are when someone takes a PG, preparing the paperwork in response to an employee advocate or lawyer and how to attend mediation, present your case and deal with challenges. For NZ only.
Developing EX Strategy
Many companies are now moving to EX, using principles from CX (customer experience) to build a more engaging employment experience at all levels. You’ll find out what components make up EX, different tools and techniques to use to develop your EX including design thinking, journey mapping and how to move to transformational workplaces.
Complex ER (NZ only)
Many HRBP’s need strong skills in Employment Relations. This module will give you tools to deal with restraints of trade, conflicts of interests, working with unions & collectives and executive team clauses. This module is for those based in New Zealand only.
PG’s and Settlements (NZ only)
If you need to deal with exiting employees where issues have occurred, this module takes you through understanding the grievance and settlement process, how to respond to a Personal Grievances and deal with confidential settlements. This module is for those based in New Zealand only.
For a full information pack please email us.
How to register
Just complete the application below to register. We will then send through your registration pack and timetable. We run a virtual welcome session and HR trends online session in March, June and October each year. You will need to register by the third week of the month before to join the intake.
The Certificate is scheduled over 12 months however you can defer completion by a further 6 months due to work or other circumstances.
Please do let us know if you have any questions. Unfortunately we cannot issue refunds once you have started your study.
Register for your place
What our graduates say:
My biggest learning has been developing a greater understanding what it means to operate as a strategic HR Business Partner, moving beyond a reactive and compliance-driven role. Receiving regular, thoughtful feedback for each module has been one of the most valuable parts of my journey on this certificate. The comments challenged me to move away from broad or unsubstantiated claims and to intentionally anchor my advice in data, case law, current readings or other evidence. This has sharpened how I write and speak to leaders, I’m now clearer, more concise, and more business-focused in my communication. I’m also now applying the same standard when reviewing work from others and supporting our more junior HR staff to consider
Katrina, People Operations, Local Government Sector
I thought it was great that the assignments used ‘real work examples’ and I enjoyed speaking with various leaders in my organisation which I felt really helped to increase my general business knowledge. The biggest learning for me has been the importance of using data to support any advice or recommendations. In the past I have relied mainly on anecdotal evidence to support my advice. Now I’m really trying to use data help the business with people-related decisions. I am also really trying to move from a ‘transactional’ approach to HR, to more of a ‘strategic’ approach, where I can have valuable input with our senior leaders in helping to make people-related decisions.
Rowena, People Operations, Banking Sector
My biggest learning has probably been around leading change, the process and the models that you can adopt to help you through the changes. Almost everything we do in HR involves change. I believe if you invest in the process each and every time and tailor that process and approach to the given situation, the project will succeed.
Completing these assignments has also given me confidence in that I do actually do a lot of the work at a HRBP level without even realising it. Even some areas that I haven’t had a lot of experience in, I often have an idea of how I would approach it and often it has been an Ok approach. This gives me confidence that I’m on the right track.
Rebecca, HR Advisor, Dairy Industry
I think the biggest thing I’ve taken away is this concept of putting your stakeholders (whether that’s a manager that you’re coaching, users of a new process you’re rolling out, employees going through change – or just anything really!) at the centre of your thinking and how this can help to boost their engagement with either what you or they are doing. This came through in different ways across modules, like the WIIFM messaging in influencing change or understanding emotional journeys when we experience change. Overall I’ve found this a really valuable observation and believe taking this into consideration in your day to day work will help you be an all round better business partner.
Claudia, People Operations, Banking Sector
Biggest learning was the ER-related papers as I was easily able to practice what I had learnt in a real-world environment which solidified my learning. I’m most proud of the mediation assignment as it was definitely the hardest and most complex of them all! Not long afterwards I actually attended mediation on behalf of the company so I felt like I was well prepared. The feedback provided helped me to understand anything I may have been missing or didn’t realise that I didn’t know to increase my awareness as a P&C Business Partner. I’m going to incorporate a more strategic, intentional approach to any continuous improvements to both justify and measure impact and success of these initiatives.
Stephanie, People and Culture, Aged care sector
The Leading Change module was really interesting and made me review how I had recently implemented a key piece of change and realised that there were definitely some improvements that could have been made to the roll-out of this. I will definitely be looking back at this assignment. Also, introducing me to Canva as part of the Engaging your Manager’s module – AMAZING! I don’t know I have never heard of this tool before – I now have a subscription and use it both personally and professionally. The Gunning Fog index was also an amazing tool! It really made me think about how complex we make our policies, and still want to use this across our policies and see if there is any changes that could be made, as the audience for our policies, are our employees, and we aren’t necessarily making them easy to be read and understood!
Finally, I have never had the opportunity to work through a Union Negotiation – so found the Complex ER module, really interesting and valuable; along with Part 1 on Employment Agreement clauses – which has actually led us to reviewing a couple of our clauses within our Standard Terms to be more clear. Emma, People and Culture, Farming sector
My biggest (or most important) learning would be from the attending mediation module. I had already attended mediation several times in my HR role, however I had not been introduced to the model that the module introduced us to. I felt this to be incredibly beneficial – particularly the section around preparation for mediation and looking at what I want and why and then considering what they want and why. Also, completing the analysis of the strongest points of my case and the weakest and the other parties strongest and weakest. I also found the section around considering what options there might be if we can’t reach agreement and potential ways to resolve the issues really beneficial. I put into practice what I learned in this module into my next mediation and I felt a lot more prepared and less anxious going into the mediation. And I feel that we achieved a better outcome at mediation than what we would have had I not used this new model. Marie, HR Advisor, Healthcare Sector
FAQ’s
How do the modules work?
The Certificate is hosted on our online learning platform. Once you start your programme, each month a new module will open up. You’ll then be able to access the video’s, articles, learning resources and your assignment. This is due back at the end of each month.
And the assignments?
The assignments consist of case studies with questions to answer or asking you to review of your own processes. The pass mark is 70%. Our team will assess whether you have passed and have demonstrated good thinking around each answer. If not, they will come back to you with some coaching and feedback. You can then resubmit. The aim is to help you develop your skills in each area so you can deliver excellence to your business.
How long does each module take?
You have a month to complete each module and it will take you 2 – 5 hours to complete depending on if you have any experience or knowledge in the area already. Along with watching the webinar and reading any articles, you should be able to complete each module by putting aside an hour a week, or four hours a month.
What if I need more time?
While we schedule your Certificate over a 12 month period, you can ask for an extension on assignments if you have a busy workload, or are travelling or have any other issue that means you need more time. In total you can extend your Certificate up to 6 months. If you do not complete, we can discuss options for re-enrolling.
Can I fail the Certificate?
Yes if you don’t complete your assignments, then you cannot pass the Certificate! If you complete an assignment but haven’t demonstrated the knowledge to pass the topic, our team will provide you with feedback and coaching and give you a chance to review and resubmit your assignment.
What if I’m stuck?
If you do get stuck on an answer, then you can email our team and get some further suggestions or coaching to help you gain the knowledge needed to answer.
Our team
During your study, the team at Elephant will present the webinars and learning material as well as mark your assignments and provide you with personalised feedback and coaching.
Looking for something less formal than a 1 year programme? What about our HR Business Partner Master Classes? These two workshops cover how to be a high performance business partner to your organisation.
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