Cooperation
Five ways of working together,
from tailor-made projects to open programs
I work with organizations and individuals in five ways, matched to the scale of your needs: from dedicated development and transformation projects, through workshops for managers, to open programs and membership in a community of practitioners.
All five share one assumption, familiar to readers of my book: HR should bring real value to the business, and managers should make full use of that value. Below you will find a description of each form — and if you are not sure which one will suit your organization best, simply write to me and we will work it out together.
1. Dedicated development projects and HR/HR BP academies
Development programs designed from scratch for a specific organization — not an off-the-shelf training catalogue, but a response to the real challenges of your HR team and your business. They usually take the form of an academy: a cycle of workshops, work on your own cases, and implementation between modules. Among others, I run the HR Business Partner Academy (from the foundations of the role to the strategic level) and dedicated development paths for entire HR teams.
Who it is for
For organizations that want to develop their HR team or a group of HR Business Partners in a structured, measurable way — especially where the HR BP role is just becoming professionalized or is meant to move to the strategic level.
What it includes
• a diagnosis of the team’s needs and competencies (based on the competency models from my research on the HR BP role),
• a modular academy program: workshops, work on real situations from your organization, and tools you can apply right away,
• implementation mentoring between modules — so that competencies translate into everyday work,
• measuring the effects: metrics agreed before the start and a review of results at the end.
The outcome
An HR team that ties its work more closely to business goals — and whose value is visible to managers.
2. Transformation projects and designing the HR structure
Advisory projects in which we redesign the way the people function operates: the structure of the HR department, the role and mandate of the HR Business Partner, the division of responsibilities between HR and managers, and the map of HR processes. I work with a proven approach: a diagnosis of the current model, the design of the solution, an implementation plan, and a review of the effects — with full attention to the change’s impact on people.
Who it is for
For boards, business owners, and HR leaders — during a reorganization, in times of dynamic growth, when introducing the HR BP role from scratch, or when the current HR structure has stopped keeping up with the scale of the business.
What it includes
- a maturity diagnosis of the HR function and an analysis of the current structure against market models,
- the design of the target HR structure and of the HR BP role: scopes of responsibility, mandate, and rules of cooperation with managers,
- HR–manager responsibility matrices for the key processes,
- an implementation and communication plan for the change, plus an adaptation review after roll-out.
The outcome
An HR structure matched to the organization’s strategy, a clear division of roles, and HR Business Partnering that genuinely works — instead of existing only in job titles.
See my latest book
WHY YOU NEED HR (Business Partner)
3. A workshop for managers: how to work with HR
A workshop based on my book Why You Need HR (Business Partner) — a guide for boards and managers. Participants learn how to read people data and HR processes, how to share responsibility with HR, and how to make full use of the support of HR (Business Partner) in recruitment, onboarding, development, performance management, and leading a team through change. We work on real managerial situations, with checklists and tips taken straight from the book.
Who it is for
For managers at every level — from team leaders to boards. It also works very well as part of onboarding for new managers, and as a joint workshop for managers and HR that builds a shared language on both sides.
What it includes
- a one- or two-day format, on site or online, with work on cases from your organization,
- modules to choose from: HR metrics in a manager’s decisions, the division of roles in HR processes, difficult situations and people-related risks, and models of cooperation with the HR BP,
- a full set of materials: manager’s checklists, self-reflection questions, and tools from the book,
- optionally, copies of the book for participants.
The outcome
Managers who know what to bring to HR and when, make decisions about people based on facts, and are not left alone with difficult situations in their teams.
4. Open programs: the HR BP development program and strategic training
Cyclical programs in an open format, joined by participants from different organizations. The HR BP development program leads from the foundations of the role to strategic partnership, while the strategic training for HR focuses on working with metrics, the language of business, and cooperation with the board. An added value of the open format is the exchange of experience between companies and networking with practitioners from all over Poland.
Who it is for
For HR Business Partners and people preparing for the role — especially when an organization has one or just a few HR BPs and a dedicated academy would not reach the right scale. Also for experienced HR professionals who want to move from operational HR to a strategic role.
What it includes
- workshop modules online and on site, run in editions,
- work with the tools and standards developed in the working group for the development of HR BP in Poland,
- sparring and feedback on participants’ own challenges,
- a certificate of completion.
The outcome
HR BP competencies confirmed in practice: the ability to talk to the business about metrics, priorities, and risks — and a network of contacts that stays with you for years.
5. HR and managerial membership in the Association of HR Practitioners
For those who want to develop continuously, not just project by project. As CEO of the Association of HR Practitioners (Stowarzyszenie Praktyków HR), I invite you to a community built around the idea of building HR standards and HR tools — created by and for practitioners. Membership covers both HR teams and a managerial formula, thanks to which business leaders draw on the same knowledge, standards, and tools as their HR.
What membership gives you
- access to a knowledge base of over 1,200 resources, plus research and reports,
- participation in working groups and thematic tracks — from HR BP development, through Pay Quality and Respectful Culture, to HR analytics,
- a network of over 5,000 HR practitioners and 200 member companies,
- webinars, workshops, and implementation sessions within the HR Academy season.
How to join
You will find the details of HR and managerial membership on the HR Association’s website.
Which model should we start with?
The forms of cooperation are not mutually exclusive — a transformation project often starts with a workshop for managers, and an HR BP academy naturally leads to membership in the community of practitioners.
If you would like to work out what will best answer the needs of your organization, I invite you to talk.