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Develop Key Competencies to Excel as a Strategic Business Partner

Shift from talking about being strategic to behaving strategically.

  • Rapid pace and a high degree of change make it hard to stay relevant.
  • Lack of predictability of issues and events makes it difficult to know which HR initiatives will be worthwhile.
  • Mitigating factors make it hard to get a clear sense of what HR must do.
  • There is a lack of clarity as to the causes and consequences of events, and how HR should respond.

Executive Summary

Critical Insight

  • HR must shift from talking about being strategic to behaving strategically by developing competencies in business acumen, organizational awareness, data analysis, and relationship building.
  • Asking what the organization needs from HR will change the perception of HR from roadblock to business enabler.

Impact & Result

  • Become a strategic business partner by developing four key competencies: business acumen, organizational awareness, data analysis, and relationship building.
  • Turn data analysis into strategic analytics tailored to your organization.
  • Seek stakeholder feedback to ensure competency development is having the desired impact and promoting alignment between organizational needs and HR actions.

Research & Tools

1. Define and assess current competency levels

Review the four strategic competencies, identify target proficiency levels, and assess current proficiency levels to then set benchmark metrics.

2. Create competency development plan

Create a development plan by identifying key strategic HR development opportunities and activities.

3. Evolve competency development for ongoing impact

Assess progress of goals and prepare for pushback from within the HR department.

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