HR Business Partner Individual Development Plans CEB Corporate Leadership Council

Instructions for Completing Your IDP Templates What it Does: These individual development plan (IDP) templates enable you and your manager to craft a customized development strategy to steward your growth as a strategic HR Business Partner within your organization. How to Use it: Customize the IDP based on your performance review, HRBP Career Diagnostic results, feedback from your manager, line clients, and peers, and individual career aspirations. Note: CEB has prepopulated the IDP with key development objectives, sample action steps, and potential success measures. Meet your manager to discuss and agree on specific action steps and the means by which your manager and peers can support your development efforts. Use the actions steps and tools under the “CEB Support Resources” section to help you progress against your development objectives. Review and discuss your progress with your manager at regular intervals to reinforce your commitment to your development. IDP Template Content Description: Development Objective: Desired outcome of development (i.e., how your performance or behavior changes) Action Steps: Three to four tasks, activities, or events that you can pursue to improve your performance Manager Support: Distinct commitments from your manager that will aid you in the development process CEB Resources: CEB research, tools, job aids, and other support that you can use for your development Success Measures: Two or three ways that you and your manager will be able to measure improvement; success measures should ideally be incremental milestones achieved in your current role. Keep in Mind: Development objectives should be relevant to your individual performance and career aspirations and be realistic/attainable. Action steps should be specific, practical, observable, and measurable. Gaining manager support helps you strengthen your organization’s commitment to your development goals and also creates mutual accountability for achieving your development target.

Individual Development Plan: Business Acumen Use insight of the business environment to improve talent and business outcomes by completing activities, such as: Managing your unit’s HR budget; Creating an HR strategic plan for a business unit; and Building a business case Name: Title, Department: Manager: Date: Development Objective Action Steps Manager Support CEB Resources Success Measures Target Completion Date 1) Develop a deeper understanding of the business unit’s strategy and challenges. Prepare quarterly summaries of key business trends and relevant news articles to share within the HRBP community. Organize brownbag lunches with line peers after a town hall for a follow-up discussion on business performance and trends. Read trade and business journals on an ongoing basis to keep abreast of new trends. Read a relevant business article or case study and present a summary to your team or lead a discussion. Schedule check-ins to talking about business trends, challenges, and strategy. Strategic Business Partnerships Development Template Assess the Talent Mind-Set of Your Business Leaders Strategic Conversation Preparation Functional Support Center Positive line feedback on your application of business unit understanding on HR support … 3/15/17 2) Develop a deeper understanding of the external business environment. Create a community of practice with peers in Finance, Strategy, and the line to share insights on business trends and challenges informally. Meet with peers outside your organization to share insights on business environment and challenges. Encourage participation in external networks. Connect with right peers outside of your business unit or function. The Competitive Intelligence Playbook External Market Assessment Recognition from line leaders of being a strong thought partner and advisor on strategic and competitive decisions 3) Apply business fundamentals and principles to inform solutions to talent challenges in your business unit. Build a business case for a new project or initiative (start with a mock or low-risk project). Establish ongoing knowledge-sharing relationships with strategy stakeholders to shape departmental goals and objectives . Provide opportunities to work on projects that require direct application of strategy understanding. CEB Ignition™ Guide to Strategic Workforce Planning CEB Ignition™ Guide to Creating an HR Budget CEB Ignition™ Guides Library Recommendation of solutions to build critical capabilities that are key to effective execution of business strategy