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HRBP presentation

Ryan

Hi everyone, 

I’ve applied to a HRBP role and been asked to deliver a presentation on what I plan to do in the first 90 days. 

This is the first time I’ve had to do this kind of thing in an interview, any tips on how I should approach this? 

Thanks in advance. 

Parents

  • I've done a similar thing recently. Your instincts are right - to plan your 90 days, you need information. So think about how you are going to gather that information once you start - how will you get retention data? How will you validate it? How will you understand the future growth plans and what the challenges or hurdles are? How will you build relationships?

    The first 30-60 days is probably just gathering this information! When I presented, I thought about the different "metrics" that I am interested in and where I could get that information. I considered quantitative and qualitative data - so said I would look at staff turnover rates and reasons for leaving, exit interview trends if they conduct them, but also speak to managers and team members informally. I would set up fortnightly or monthly meetings with managers in my area to build relationships. If managing multi-site, I would visit those sites.

    The presentation is essentially about what do you think is important, what do you need to know, how will you prioritise. As an HRBP, knowing the business and knowing the people is important, so how will you gain that knowledge? Big plans to DO anything or change anything likely need to wait.

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  • I've done a similar thing recently. Your instincts are right - to plan your 90 days, you need information. So think about how you are going to gather that information once you start - how will you get retention data? How will you validate it? How will you understand the future growth plans and what the challenges or hurdles are? How will you build relationships?

    The first 30-60 days is probably just gathering this information! When I presented, I thought about the different "metrics" that I am interested in and where I could get that information. I considered quantitative and qualitative data - so said I would look at staff turnover rates and reasons for leaving, exit interview trends if they conduct them, but also speak to managers and team members informally. I would set up fortnightly or monthly meetings with managers in my area to build relationships. If managing multi-site, I would visit those sites.

    The presentation is essentially about what do you think is important, what do you need to know, how will you prioritise. As an HRBP, knowing the business and knowing the people is important, so how will you gain that knowledge? Big plans to DO anything or change anything likely need to wait.

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