DID YOU
KNOW?
49%
Gartner, 2024
Common Problems in Many Organizations
For years, organizations have been told that the HR Business Partner role is evolving. HRBPs are expected to become more strategic, create greater business value, and earn a seat at the leadership table.
Many HRBPs are still caught up in operational tasks
moving from meeting to meeting, managing processes, and preparing reports. Yet they struggle to create a real impact on the business.Many HRBPs are still caught up in operational tasks
moving from meeting to meeting, managing processes, and preparing reports. Yet they struggle to create a real impact on the business.
HRBPs spend 35 hours per week on operational activities
leaving only 9 hours for strategic work.HRBPs spend 35 hours per week on operational activities
leaving only 9 hours for strategic work.
Half of managers still perceive the HR Business Partner role as operational support
rather than as a strategic partner.Half of managers still perceive the HR Business Partner role as operational support
rather than as a strategic partner.
And now there is a new game-changing factor: artificial intelligence
AI is rapidly transforming routine HR activities — reporting, analysis, and process tracking can increasingly be handled through automation.And now there is a new game-changing factor: artificial intelligence
AI is rapidly transforming routine HR activities — reporting, analysis, and process tracking can increasingly be handled through automation.
Many HRBPs are still caught up in operational tasks
moving from meeting to meeting, managing processes, and preparing reports. Yet they struggle to create a real impact on the business.
HRBPs spend 35 hours per week on operational activities
leaving only 9 hours for strategic work.
Half of managers still perceive the HR Business Partner role as operational support
rather than as a strategic partner.
And now there is a new game-changing factor: artificial intelligence
AI is rapidly transforming routine HR activities — reporting, analysis, and process tracking can increasingly be handled through automation.
Hidden Costs of These Problems
Performance Cost
80% of an HRBP's time is spent on low-value activities, limiting strategic impact.
Cultural Cost
HRBPs Are Strong In Interpersonal Skills But Lack Confidence In Data Utilization, Digital Tools, And Analytics. The Result: Higher Burnout And Lower Organizational Impact.— AIHR
Strategic Cost
The HRBP Model, Used By 72% Of Fortune 500 Companies, Often Remains Theoretical Rather Than Fully Realized In Practice. Instead Of Becoming Strategic Partners, HRBPs Who Are Absorbed By Operational Tasks Fail To Create Meaningful Contributions To The Company’s Competitive Advantage.— Dave Ulrich
If These Problems Persist…
After 10 Days
On the surface, everything appears normal. HRBPs attend meetings, prepare reports, and processes continue to operate. No one is questioning what is missing yet. But this is actually the most critical moment — because the problem remains invisible, and therefore no action is taken. Operations continue to win. Strategy continues to wait.
After 10 Months
Signals begin to emerge. Business units start making critical decisions without consulting HR, and HRBPs are present in meetings but no longer influence the conversation. The perception that "HR doesn't understand the business" quietly takes hold, and leaders begin bypassing HRBPs. At the same time, AI raises expectations. Business units look to HRBPs for guidance on AI, analytics, and digital transformation, but many are not yet equipped to meet those expectations. The trust gap widens.
AIHR research involving more than 20,000 HR professionals reflects this reality: higher burnout, lower organizational impact, and declining credibility. HRBPs are still busy—but they are no longer creating meaningful strategic value.
After 10 Years
Artificial intelligence has taken over the majority of operational HR tasks. Reporting, process tracking, analysis — all automated. What remains? For an HRBP who cannot think strategically, speak through data, or create influence with leaders, there is no longer a place. Those who survive are the ones who started the transformation early.
“HR’s job is not to do HR — it is to help the company win in the market.”
— Dave Ulrich
“HR professionals are not being replaced because they lack effort. The role has changed — it is no longer enough to provide solutions. You need to love solving problems.”
Josh Bersin
What CapabilIity Required to Solve This?
HRBPs need a “full-stack” competency set: HR expertise + consulting and problem-solving skills + business acumen.
Strategic HR Business
Partnership
Without these three components working together, HRBPs continue to operate as order takers. Becoming a strategic partner requires learning to embrace challenges, diagnose problems, and create effective solutions.
What Is This Program?
The New HR Business Partner Program is Turkey’s first and only 6-month HRBP transformation program designed to move HR Business Partners from an operational support role to strategic business partnership.
The program aims to permanently close the critical gap identified through the research of Josh Bersin, Dave Ulrich, and Gartner — the gap between what HRBPs should become and what they are actually doing today.
Participants focus on application, not presentations; real cases, not just theory. Through 12 premium training s, a 30-hour Business Labs, and 2 one-on-one coachings, participants experience a structured 159-hour transformation journey over 6 months.
At the end of the program, each participant graduates with a Capstone project that addresses and solves a real HR challenge from their own organization.
12
Premium Trainings
10
Certifications
30
Hours Business Lab
Turkey’s First And Only Strategic HRBP Transformation Program · 6 Months · 159 Hours
12 Premium Trainings — Within One Integrated Program
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What Motivates HRBP
Understand what motivates you and your business units. Turn motivation into performance.
AI Readiness For HRBP
Clearly understand where you and your business units stand in terms of AI readiness.
AI Implementation For HRBP
Launch, guide, and implement AI projects. Provide direction to business units.
AI Accelerator For HRBP
Ensure AI projects create impact in practice. Manage adoption and scaling.
Data Literacy For HRBP
Speak the language of data and align with leaders. Turn insights into business decisions.
HR Analytics 101
Interpret data effectively, ask the right questions, and make HR decisions based on data.
How It Works:
Practice — Reinforce
Join practices and strengthen your learning through micro-learning reinforcement.
Apply
Work on real cases with your peers through Business Labs.
Leave With Results
Complete your Capstone project and certification exam. Graduate.
Learn Live & Remotely
Attend in-person and online learnings.
3 Phases — 1 Transformation
PHASE 1
PHASE 2
PHASE 3
01
SURVIVE
Strategic HR Foundations — Move beyond the operational trap and build your essential HRBP toolkit.
HR BP Motivation and Burnout
AI Readiness for HR
Crucial Conversations®
Getting Things Done®
Crucial Accountability®
MAGIC® Engagement
Data Literacy for HR
Power of Habits®
02
INFLUENCE
HR Partnership Integrated Into the Business — Connect with business strategy and earn your seat at the table.
Crucial Influence®
HR Analytics 101
Leading Change Business Lab
Midterm
Crucial Conversations®
One-on-One Coaching (1. Sessions)
03
DRIVE
HR as a Business Driver — Face real challenges and deliver measurable results.
Business Labs 10 Sessions (30 hours)
AI Accelerator for HR
One-on-One Coaching (2. Sessions)
Capstone Project Presentations
Final Exam
Graduation Ceremony
Learning Outcomes
AI Adoption
Engagement Challenges
Leadership Crisis
Talent Shortage
Generational Conflicts
Lack Of Motivation
Employee Experience Challenges
Resistance To Change
Inefficient HR Processes
Growth Challenges
Strategic Gaps
Performance Issues
Learning Gaps
Companies are investing more than ever in learning — but these investments are not translating into real performance.
How You Work In The Business Lab
The Business Lab is the distinguishing element of this program. Across 10 Business Lab sessions totaling 30 hours , you will work on real business cases using a structured consulting approach — diagnosing root causes, designing interventions, and building business cases to present to leadership.
This is not a theoretical approach. This is how consultants work.
Diagnose The Challenge
Work on a real business case. Identify the root cause, not just the symptoms.
Create A Stakeholder Map
Determine who has influence and who may resist. Use the Influencer® and Crucial Conversations® frameworks.
Propose A Solution
Build the solution using consulting tools. Connect it to measurable business outcomes.
Build The Business Case
Translate the recommendation into financial and strategic language. Create a rationale that enables leadership to make decisions.
Present & Receive Feedback
Clearly present your solution. Receive feedback from peers and facilitators.
“HRBPs want to dedicate at least one additional full day per week to more strategic work — AI and automation will make this possible, but HRBPs need to be prepared for it.”
— Gartner, 2024
Learning Outcomes
Connect HR strategy to business outcomes
Speak the language of your leaders and link people-focused initiatives to measurable results.
Build credibility as a trusted advisor
Inspire business decisions through your recommendations and establish strong relationships with senior stakeholders.
Create solutions for 12 universal business challenges
Develop solutions using SP’s proven methodologies, from talent shortages to AI adoption.
Master data-driven HR practices
Use people analytics, HR metrics, and data literacy to support and strengthen your recommendations.
Lead change effectively
Create solutions for organizational transformation needs using the Influencer® methodology.
Build motivation intelligence
Understand what motivates teams and approach business unit challenges through a motivation-focused perspective.
Manage difficult conversations
Apply Crucial Conversations® and Crucial Accountability® approaches to real business situations.
Become ready for AI transformation
Develop practical AI literacy, effectively use AI tools in HR practices, and guide the organization forward.
Design productive habits
Create sustainable effectiveness through GTD® and Power of Habit® methodologies.
Graduate as a certified strategic HRBP
Gain 10+ competencies and certifications, and showcase your capabilities on LinkedIn.
Think, act, and communicate like an internal consultant
By the end of the program, you will not only be an HR Business Partner, but a consultant who can solve real business challenges and create measurable business impact.
“After this program, you will not simply be an HR Business Partner. You will think, act, and communicate like an internal consultant.”
SP1 — THE NEW HR BUSINESS PARTNER — 2026
Who Is This For?
Suitable For
HR Business Partners who want to be seen as strategic partners but struggle with how to achieve this
CHROs who recognize that AI is changing the value proposition of HR functions and want to transform their department within the organization
HR leaders who want to contribute more strongly to business units
L&D Managers who struggle to connect learning investments with strategic outcomes
Leaders who want to position HR as a proactive driver, not a reactive function, in the AI transformation journey
HRBPs who want to deeply understand the business and are willing to act as proactive consultants
All HR professionals who love their work, enjoy solving problems, and want to improve how they create impact
Not Suitable For
Individuals who are not willing to commit to a structured six-month development journey
Participants who think “What will change with one training?” and are unable to dedicate time to development
Organizations that lack a data-driven decision-making mindset and consider traditional HR practices sufficient
Individuals who see a six-month transformation journey as too long and expect immediate results
HR professionals who prefer managing processes and lack the motivation or curiosity to consult on business challenges
HR professionals who spend their time and energy on visibility and organizational activities rather than solving people-related challenges
Professionals who are not ready to analyze complex business challenges through a structured approach and turn them into solutions
Participation Requirements
Documentation confirming the HR Business Partner title/role
Minimum 3+ years of experience in an HR role
The company has strategic HR and AI objectives
A reference letter from a CHRO or manager
Urgent
Why Now?
If any of the following apply to you, this program is designed for you and your team:
1.
Your HRBPs meet with business units but are not included in strategic decisions
2.
Your HR function produces reports but these insights do not reach the leadership agenda
3.
Your HRBPs are under pressure to “become more strategic” but they do not know how to make that shift
4.
HR remains reactive, rather than becoming a driver in the AI transformation journey
5.
You are unable to measure the contribution of your HR investments to business outcomes
6.
Your HRBP team is operating far below its potential you recognize this, but have not been able to address the root issue
Artificial intelligence has rapidly taken over the operational side of HR. Reporting, analysis, process tracking — the majority of these activities can now be handled through automation. This makes one thing clear:
The value proposition of the operational HRBP role is weakening.
“ In the age of AI, HRBPs must become value creators, not process managers.”
— Bersin, 2025
Related Solutions
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INHR
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Transform the HR function for the age of artificial intelligence
EXG
Increasing Employee Engagement
Systematically improve employee engagement
INHR
CHRO Executive Coaching
Individual strategic development support for CHROs
Program Overview
The New HR Business Partner Program
Product Name
INHR-PTP-NHRBP-SP-ALL-CHR-DHR-PER-165
SKU
SP (SP1 In-House)
Partner
INHR
Challenge Code
HR Business Partner, HR Manager, L&D Manager
Who Should Attend
Max 30
Number of Participants
6 Months / 159 Hours
Duration
Hybrid (In-Person + Live Remote)
Delivery Format
TR
Language
Available — RMP Motivation Profile
Pre-Assessment
Optional
Customization
Available — RMP 128Q
Assessment Tool
Available
Pre-Work
Available — All Crucial Learning Workbooks
Training Kit
Available
Gamification
Available — 10+ International Certifications
Certification
Available
Award
Available
Additional Resources
Available — Micro Learning (8 Months)
Post-Training Reinforcement
Available
ROI Measurement
Certifications
Getting Things Done® Certification
Power of Habits® Certification
Engagement MAGIC® Certification
AI Readiness for HR Certification
Data Literacy for HR Certification
HR Business Analytics 101 Certification
The New HR BP Certification
