Strategic HR Academy

Elevate your HR Contribution
The RBL HR Academy is a customized development program that transforms HR professionals into strategic partners through an integrated process of assessment, coaching, training, on-the-job experience, and measurement.
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Sample Academy Timeline

Designing
an Academy

When you partner with RBL to develop an HR Academy, we have only one goal: create a program that enables your HR professionals to deliver value to your organization. With your team, we customize the Academy to ensure that your HR professionals learn what's necessary to address skill gaps and better meet business needs. Design Process Infographic
We offer eight Strategic Partnering workshops
that can be delivered as customized
development experiences.
We'll work with your HR organization to
determine how to adapt the content and structure
of the academy to fit your unique challenges.
Together, we design a full academy experience
that incorporates customized formal training,
application assignments, action learning
projects, and individual coaching.

Assessing Leaders

Our HR Competency 360 assessments utilize feedback from relevant respondents and comparison against global norms to help participants evaluate their strengths and opportunities for growth as strategic HR professionals. Our MENTOR© Leadership Battery can also be used to evaluate individual leadership potential. Request an assessment demo

Coaching
and Individual
Development Plans

Based on the results of the assessments, participants work with coaches to create an Individual Development Plan that identifies experiential learning opportunities and provides a blueprint for meeting their individual development goals. Coaches continue to meet with participants throughout the academy to review their progress and revise the plans as necessary. Sample Development Plan

Development Modules

Participants will attend a series of customized HR Strategic Partnering workshops incorporating theory, tools, and application of the competencies needed to create value for the business. The workshops are taught using a variety of interactive and engaging approaches and require participants to apply the material to specific business issues. Workshop Components

Action Learning Projects

Participants implement lessons learned in the classroom by working in groups on projects sponsored by their leaders that address current business issues and deliver tangible impact. As they work on the projects, participants will receive ongoing support and direction from leaders and RBL coaches. Sample Action Learning Projects

Measurement

At the end of the program, participants engage in a 360 follow-up assessment to help articulate the progress made throughout the development experience and share the impact of the program on their work in HR. This process encourages individual accountability for their development plans. Additional Measurement Examples

Graduation and Beyond

All participants who demonstrate improvement attend a graduation event where they can share the results of their projects, hear from their leaders, and highlight their accomplishments. All program participants will receive a certificate of completion.

To sustain their growth and development after the formal Academy experience ends, participants will have access to RBL's learning library, the materials presented during the workshops, and additional coaching support. Sample Graduation Certificate

Start Elevating HR Contribution.

To learn more, click the button below or call us at +1.801.616.5600
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Participant Portal

All participants in your organization's HR Academy will receive access to a customized online portal that contains logistical information, course materials, additional resources, and more detail about specific components of the Academy. Explore the participant portal
"RBL doesn't just come in and tell you what they think you need to know. They work hard to understand where you're at, they meet you where you're at, and then they bring their subject matter and expertise to the table and together, forge a path forward." –Sam Amelio, Exelon Corporation
Designing an Academy
1.
Designing the right development program starts with exploring your options. We offer eight HR strategic partnering workshops that you can choose from to build a curriculum that will best meet your organization's development needs.
2.
Next, we'll consider your goals for the development program and figure out which combination of workshops will help you achieve them. We'll also work to customize the content and structure of these workshops to fit your organization's unique situation.
3.
Together, we'll build the workshops into a full academy experience that incorporates assessments, application assignments, individual coaching, and action learning projects that will address specific needs and help your professionals deliver the results that matter.
Measurement Strategy
Evaluating the success of your program depends on the measures you look at. Here is an example of a measurement
strategy that could be used to evaluate the program at different levels in the organization.
Individuals
  • Completion of Individual Development Plan
  • Scores on HRCS competency follow-up surveys
  • Change in ready status
Project Teams
  • Completion of action-learning project
  • Total cost savings or revenue generated from action-learning project
Academy
  • Pre- and post-module sill confidence ratings
  • Employee engagement score of participants
  • Turnover ratio of participants (before/after, compared to control group)
  • Group scores on HRCS follow-up surveys
Business
  • Backup ratios for critical jobs
  • Average time to market for new products
Development Plan (Sample)
Module Components
Individual Work
Reflection and application exercises help participants connect coursework to their individual challenges and situations.
Group Discussions
Discussing the material in a group setting allows participants to gain perspective on broader organizational issues.
Case Studies
Custom or standard business cases help participants understand how the material operates in real organizational context.
Video Cases
Video cases illustrate and emphasize the concepts being discussed.
Skill Building
These exercises give participants the opportunity to practice using the tools they are learning and receipve feedback from other participants.
Simulations
Simulations of real organizational environments allow participants to use the tools and frameworks in a controlled setting.
Activities
Interactive games and activities help participants engage with principles from the material.
Action Learning Projects
Develop an inventory of current compensation and benefit practices across current business units. Develop a proposal for best common practices and minimum specifications.
Develop a Leadership Brand proposition and align competency and development frameworks.
Develop an overarching employer brand/employee value proposition to guide HR policy and practice.
Inventory of current HRIS capability and practices, development of enterprise minimum standards and reporting formats for easy integration.
Develop a process and straw model for an over-arching Firm Brand.
Develop or improve a performance management process for one or multiple business units.
Develop a best practices recruiting process through review of existing enterprise, business unit and external models.