1. HR Business Partner Individual Development Plans
CEB Corporate Leadership Council

2. 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.

3. Individual Development Plan: Organizational Acumen
Use insight of the organization to improve talent and business outcomes, by completing activities, such as:
Building and manage change implementation and communication plans;
Creating an organizational redesign proposal;
Communicating changes to total rewards; and
Tailoring organization-wide workforce plans for a business unit
Name:
Title, Department:
Manager:
Date:
Development
Objective
Action Steps
Manager Support
CEB Resources
Success Measures
Target Completion Date
Build a thorough understanding of overall business strategy and operations.
Connect with peers across corporate functions , particularly in Strategy, Finance, Marketing and Business Development, monthly to share updates on organizational and functional strategy.
Set up a dedicated check in with your line partner every month to discuss progress and updates on business unit goals, shifting priorities, and new challenges.
Connect with your HRBP peers in other business units to share insights on priorities and challenges; look for opportunities where you can replicate something from another part of the organization in your business unit.
Connect to the right stakeholders with HR and other functions.
HRBP Master Class: Learning and Mastering the HRBP Role (Webinar)
Stakeholder Analysis & Mapping
Business Leader Strategic Interview
Functional Support Center
Demonstrated understanding of organizational vision, strategy, and culture …
3/15/17
2) Understand how your business serves its customers and makes money.
Find a Buddy in a Customer-facing or Customer service role to understand customer needs.
Look for stretch assignments to work on organization-wide projects (such as M&A initiatives, organizational restructuring, six sigma implementation).
Share expertise on customers and business operations.
HRBP Master Class Series: Making Change Management Work (Webinar Series)
HRBP M&A Guide
HRBP Guide to Change Communications
Demonstrated achievement on cross-functional projects
3) Ensure the talent strategy balances organizational needs with business unit specific needs.
Document for your line partner and peers how your talent decisions are directly aligned to organizational priorities.
Share instances of how your talent decisions align to organizational mission and values in team meetings and check-ins with line partners.
Provide coaching on managing corporate HR versus business unit-specific HR needs.
CEB Ignition™ Guide to Strategic Planning for HR
CEB Ignition™ Guide to Conducting an Organizational Talent Review
Minimal conflict in supporting both business unit and overall organizational strategy