The New HR Business Partner Program

49%

of HR Business Partners are still perceived by the managers they support not as strategic partners — but as operational support.

Gartner, 2024

Common Problems in Many Organizations

You have been hearing for years that the HR Business Partner role is changing. It has been said that HRBPs need to become more strategic. They are expected to create greater business impact. They are expected to have a seat at the 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 — Strategic Capacity Is Being Lost.— Gartner, 2024

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. The HRBP is in the meeting room — but is no longer included in the conversation. The perception that “HR doesn’t understand the business anyway” quietly begins to take hold. Leaders start bypassing HRBPs — politely, but systematically.

On top of this, the pressure of artificial intelligence increases. Business units now expect HRBPs to provide guidance on AI as well. However, HRBPs who have not yet completed their own digital transformation and do not feel sufficiently prepared with analytics tools and AI are unable to meet this expectation. The trust gap grows even deeper.

Research conducted by AIHR with 20,000+ HR professionals confirms this reality: higher burnout, lower organizational impact, and a growing trust gap. HRBPs are still working — but they are no longer creating meaningful impact.

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 Lab, and 2 one-on-one coaching s, 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

What Motivates HRBP

Understand what motivates you and your business units. Turn motivation into performance.

Crucial Conversations

Have difficult conversations with confidence. Achieve results without damaging relationships.

Getting Things Done (GTD)

Manage your workload productively and regain your focus.

Engagement Magic

Make engagement sustainable. Transform employee experience into measurable results.

Crucial Accountability

Address performance issues without delay and clarify accountability.

Power Of Habits

Change habits, change results. Build sustainable performance systems.

Crucial Influence

Increase your personal influence, create behavioral change, and deliver real organizational results.

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 practice s 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 learning s.

3 Phases — 1 Transformation

PHASE 1

PHASE 2

PHASE 3

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®

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)

DRIVE

HR as a Business Driver — Face real challenges and deliver measurable results.

Business Labs 10 Seans (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 s 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

What Will You `Learn`?

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.

"You will begin thinking like a consultant as an HRBP. The Business Lab is the distinguishing element of this program. Across 10 s 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.

— GTD Global Impact Research

“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:

Your HRBPs meet with business units but are not included in strategic decisions

Your HR function produces reports but these insights do not reach the leadership agenda

Your HRBPs are under pressure to “become more strategic” but they do not know how to make that shift

HR remains reactive, rather than becoming a driver in the AI transformation journey

You are unable to measure the contribution of your HR investments to business outcomes

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.

Program Overview