Global HR Business Partner Essentials. EBA HR Committee online programme

• Course start: 05/11/2026
• Language: Українська
• Fee:10000 UAH
• Place: Zoom
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Dear colleagues,

The EBA HR Committee invites HR professionals and leaders to join an online programme focused on the role of the HR Business Partner in international and global organisations.

The programme is scheduled to start on Thursday, 5 November, and will be held via Zoom.

The HR Business Partner role is often described as the bridge between HR and the business.

But what does that actually mean in practice?

Being an effective HRBP is not simply about knowing HR processes or having a seat at the leadership table. It requires the ability to understand the business, diagnose organisational challenges, work with leaders, influence decisions, and connect people practices with business outcomes.

It also requires a different way of thinking.

Global HR Business Partner Essentials is a practical learning programme designed to help HR professionals develop that mindset and build the core capabilities needed to operate effectively in international and geographically distributed organisations.

Across six modules, we will look at the HRBP role through the lens of business, organisation, performance, talent, culture and leadership.

The programme combines professional frameworks with practical cases, tools, discussion and real-world HR situations.

What you will explore

Module 1. HRBP Role, Career Development and Business Partnering in Global Organisations, 05.11.26, 17:00 – 19:00

We start with the foundation: what does an HRBP actually do?

We will explore:

• modern HR operating models and the role of the HRBP;
• HRBP vs HR Generalist vs Centre of Expertise;
• what effective business partnering looks like in practice;
• how to translate a business request into a meaningful HR intervention;
• the capabilities and behaviours of an effective HRBP;
• building your own HRBP career and development plan;
• competency-based interviewing and demonstrating HRBP readiness.

You will leave with: a clearer understanding of the HRBP role, your current level of readiness and the capabilities you need to develop further.

Module 2. Organisation Design and the HRBP: From Business Strategy to Organisational Effectiveness, 12.11.26, 17:00 – 19:00

Organisation design is much more than drawing boxes on an organisation chart.

We will look at how HRBPs can help leaders understand whether the organisation is actually designed to deliver the strategy.

We will explore:

• organisations as interconnected systems;
• organisation design, organisation development and change management;
• diagnosing organisational effectiveness and identifying root causes;
• designing around the work rather than around individuals;
• structures, workflows and decision rights;
• accountability, governance and linking mechanisms;
• alternative organisation design options;
• the HRBP’s role in organisational change and transition.

You will leave with: a practical framework for looking at organisational problems beyond headcount and reporting lines.

Mastermind Session, 17 November 2026, 10:00–11:00

Module 3. Performance Management and Leadership Clarity, 19.11.26, 17:00 – 19:00

Performance management is not an annual HR process.

It is a leadership system that creates clarity around expectations, accountability and results.

We will explore:

• continuous performance management in global organisations;
• setting clear goals and aligning them with business priorities;
• OKRs and SMART goals;
• creating clarity around expectations and ownership;
• giving effective feedback;
• managing difficult performance conversations;
• following up on commitments;
• the HRBP’s role in enabling leadership clarity and performance.

You will leave with: practical approaches for helping managers create stronger performance cultures without making HR the owner of performance.

Module 4. Talent Management and Motivation in Global Organisations, 26.11.26, 17:00 – 19:00

Talent management becomes strategically important when organisations need to grow, retain critical capabilities and prepare for what comes next.

We will explore:

• what talent management means beyond talent programmes;
• identifying critical roles and capabilities;
• talent identification and development;
• succession thinking;
• career development;
• motivation and its connection to employee experience;
• connecting talent decisions with organisational strategy and performance;
• supporting leaders in making better talent decisions.

You will leave with: a clearer framework for connecting talent decisions to business priorities rather than treating talent management as a standalone HR process.

Mastermind Session, 1 December 2026, 10:00–11:00

Module 5. Cross-Cultural Awareness and Effective Global Teams, 03.12.26, 17:00 – 19:00

Global teams create opportunities, but they also create a different level of complexity for leaders and HRBPs.

The same behaviour can be interpreted very differently across cultures.

We will explore:

• cultural differences in communication, feedback and decision-making;
• working effectively across countries and time zones;
• building trust in geographically distributed teams;
• inclusion and collaboration across cultures;
• recognising and addressing cross-cultural misunderstandings;
• managing tensions in global teams;
• the HRBP’s role in enabling effective cross-cultural collaboration.

You will leave with: practical ways to help leaders and teams work more effectively across cultural and geographical boundaries.

Module 6. Engagement, Wellbeing and Coaching-Based Leadership, 10.12.26, 17:00 – 19:00

Engagement is not something HR can create through a survey or an initiative.

Sustainable engagement is closely connected to leadership behaviour, the employee experience and the way people work every day.

We will explore:

• the key drivers of engagement;
• how to interpret engagement data;
• the relationship between engagement, wellbeing and sustainable performance;
• leadership behaviours that support wellbeing;
• transformational leadership and employee experience;
• coaching-style 1-on-1 conversations;
• helping managers build stronger relationships with their teams;
• the HRBP’s role in enabling sustainable performance.

You will leave with: practical approaches for helping managers create healthier, more engaged and higher-performing teams.

Mastermind Session, 15 December 2026, 10:00–11:00

Who is the programme for?

Global HR Business Partner Essentials is designed for HR professionals who:

• are moving into an HRBP role or preparing for the transition;
• already work as HRBPs and want to strengthen their strategic capability;
• want to move from operational HR into more business-focused partnering;
• work with international or geographically distributed teams;
• want to develop stronger skills in organisation design, performance, talent and leadership;
• are preparing for a future HR leadership role;
• want to build a stronger foundation for an international HR career.

The programme can also be valuable for HR Directors, People Leaders and HR function leaders who are developing HRBP capability within their teams and want a shared understanding of what effective business partnering looks like.

What makes the programme different?

This is not designed as a theoretical introduction to HRBP.

The programme is based on 15+ years of experience working in international organisations and global technology companies, including more than 10 years in HRBP roles.

The focus is on how HRBP thinking works in real organisations:

How do you diagnose the real problem?

How do you work with a leader who sees the problem differently?

How do you connect people decisions with business priorities?

How do you influence without owning the decision?

How do you help an organisation become more effective as it grows?

Throughout the programme, we will work with practical situations, frameworks and tools that can be applied directly in your HRBP practice.

Programme outcomes

By the end of the programme, you will have a stronger understanding of how to:

• operate as a business partner rather than only as an HR process owner;
• diagnose organisational and people challenges more effectively;
• partner with leaders on organisation design and organisational effectiveness;
• create greater clarity around performance and accountability;
• connect talent decisions with business strategy;
• support leaders of global and cross-cultural teams;
• use coaching-based approaches in leadership and 1-on-1 conversations;
• approach engagement and wellbeing as part of sustainable organisational performance;
• identify your own HRBP development priorities and next career steps.

Most importantly, you will have a more integrated view of the HRBP role: how organisation, leadership, performance, talent and employee experience connect to each other and to the business.

About the speaker

Svitlana Orlova is a Global HR Business Partner, People Leader and ICF PCC Leadership Coach with 15+ years of experience across international organisations and global technology companies.

For more than 10 years, Svitlana has worked in HR Business Partner roles, partnering strategically with leaders and leadership teams on organisational effectiveness, leadership development, talent management, organisation design, performance management and transformation.

She currently works as a Global HR Business Partner at a global AdTech company, supporting international teams and leaders across organisational development, transformation and the development of people systems that enable organisations to scale with clarity, accountability and effectiveness.

Her approach to HR business partnering is grounded in a simple principle: a strong HRBP does not replace managers in solving people challenges. They help leaders understand the business, people and organisation more clearly and make better decisions.

Svitlana holds CIPD professional membership and qualifications, ICF PCC certification, as well as professional certifications in organisation design and business process modelling. Her work combines strategic HR, organisation design, leadership development and a coaching approach to leadership.

She also designs and facilitates leadership and HR capability development programmes for international teams.

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