HR Director & HR Business Partner Training Program · 2026

HR Partner
of the New
Framework

Automation, HR vendor transition, knowledge management, ESG, inclusion, and integration of veterans and heroes returning from military service. A shift from personnel administration to management architecture.

Choose a format Program details
Yulia Gordeeva — program author Yulia Gordeeva — author and lead facilitator
2026
The year when business already expects HR to be a management partner — not a clerk
6
practical program pillars
10
days on-site laboratory
13
online program modules
4
weeks of implementation support
Market diagnosis

5 pains that
undermine the HR function

Business expects a management partner. The market offers personnel clerks. That gap is where this program begins.

Shortage of competent HR professionals

Many specialists in personnel paperwork — few who speak to leadership in the language of goals, risks, and metrics. HR remains a "paperwork department."

Analytics failure

Excel instead of HR dashboards, manual hiring instead of a managed funnel, no transparent analytics. HR cannot think in processes and numbers.

Vendor transition without HR

Companies replace services while HR cannot describe the process, draft requirements, or implement change without resistance. The result is digital theater.

Change sabotage

"That's not how we do things," "people won't use it," "that's not HR's job." HR becomes an obstacle to change instead of driving it — adding to the business's workload.

Loss of corporate knowledge

Knowledge lives in employees' heads, chats, and old folders. When key people leave, the company loses instructions, decision logic, and management memory.

What the program changes

It moves HR professionals into the new management role business already demands today. Not "do personnel work better" — but become architects of the HR function.

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Program architecture

Six pillars of the new HR

The program is built around six practical pillars. Each delivers real skills applicable from day one after training.

Key advantage

Graduates see HR as part of the company's management framework, propose concrete solutions, describe and automate processes, participate in vendor transition, build knowledge bases, and run socially significant projects as management initiatives.

1

HR as a management partner

Understanding the management framework, framing HR proposals for leadership, defending initiatives, budgets, and change. Moving from request executor to participant in management decisions.

2

Automation and vendor transition

Treating HR processes as products: hiring, onboarding, training, e-document flow, analytics, internal communications. Practical outcome — a mini-spec for automation.

3

HR analytics and transparency

Turnover, retention, engagement, cost per hire, absenteeism, ESG metrics. An HR dashboard prototype for leadership — the final artifact of this block.

4

Responsible use of AI

Using AI tools in hiring, onboarding, analytics, and document generation — and understanding the limits: where algorithms fail, where data privacy is violated, where the decision must remain human. HR as a responsible buyer and controller of AI solutions, not a passive user.

5

Inclusion, Veteran/Hero Integration, and ESG

Building an inclusive workplace, integrating veterans and heroes returning from military service, engaging with government agencies and employment centers. ESG as a system of social and workforce metrics, plus professional engagement with authorities as a distinct responsibility of modern HR.

6

Knowledge Management

Critical knowledge map, knowledge base for onboarding and managers, mentoring, expertise transfer. Internal mentoring and a "leaders teach leaders" model as a mechanism for transferring expertise inside the company, reducing the risk of knowledge loss when key employees leave. Corporate knowledge base architecture as the final artifact.

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Participation formats

Choose the format
for your challenge

On-site laboratory — for fast results at the client's location. Online program — for deep rebuilding of team competencies.

Phase 1 — Before launch

Express diagnostics (10 days)

Collecting data on HR processes, hiring and onboarding gaps, services to replace, knowledge base status, and leadership expectations. Outcome: a map of laboratory priorities.

Phase 2 — Intensive

10 days at the client site

5 days of training + 5 implementation project sessions. Each day — a concrete artifact on the company's real processes.

Phase 3 — Implementation

4 weeks of support

Weekly online sessions, project consulting, resistance work, spec adjustments. Goal: launch at least one practical result within 4 weeks.

Show detailed 10-day program
Day 1
HR management framework

Why old HR fails. How leaders evaluate HR. Framing a management proposal.

▸ Transition matrix to management partner
Day 2
HR processes and loss points

Mapping the client's real HR processes, identifying manual operations and duplication, recording losses.

▸ HR process map and loss heat map
Day 3
Automation, vendor transition, and AI in HR

Process selection, target state description, service requirements, automation backlog. Practice: where AI fits in HR (resume screening, onboarding chatbots, document generation) and where human control is required. Assessing algorithmic bias risks.

▸ Mini-spec for HR service automation
Day 4
HR analytics without fear

Metrics for leadership, a simple HR dashboard without BI, data sources, data quality issues.

▸ HR dashboard prototype for leadership
Day 5
Knowledge Management

Critical knowledge map, base structure, first sections, update ownership model. Internal mentoring and "leaders teach leaders."

▸ Corporate knowledge base architecture
Day 6
Inclusion, Veteran/Hero Integration, and ESG

Employee integration route, risk map, partner map, engagement with authorities.

▸ ESG/integration project passport
Day 7
Project session — automation and AI

Implementing the mini-spec, testing solutions, working with user resistance, adjusting the task list.

▸ HR service automation pilot
Day 8
Project session — analytics and dashboard

Configuring metrics, connecting data sources, presenting the prototype to leadership, gathering feedback.

▸ Working HR dashboard prototype
Day 9
Project session — knowledge base

Launching base sections, assigning owners, mentoring model, expertise transfer.

▸ Launched knowledge base architecture
Day 10
Roadmap defense

Teams present to leadership with a concrete proposal: process, data, solution, resources, 90-day impact.

▸ 90-day HR transformation roadmap
+ 4 weeks
Implementation support

1 online session per week. At least one launched result: dashboard, knowledge base, automation project, veteran integration program.

▸ Pilot launch control
Duration

2.5 months

Weekly live sessions with practical workshops on the company's real processes.

Structure

13 modules

Homework on real company processes. Document templates and final project defense.

Outcome

Ready HR project

Defense of a real project: dashboard, knowledge base, integration program, transformation roadmap.

Show all 13 online program modules
MODULE 01
Why old HR fails

The role of HR in 2026. Why personnel administration alone is not enough. Personal professional transition map.

MODULE 02
Company management framework

How decisions are made. The language of risks, goals, resources. HR proposal template for leadership.

MODULE 03
HR process diagnostics

How to describe processes and where losses occur. Why you cannot automate chaos.

MODULE 04
HR automation and AI

What to automate first. Automation priority list. HR as buyer of digital solutions. Opportunities and limits of AI in hiring, onboarding, personnel records, and analytics. Risks: algorithmic bias, personal data leaks, accountability for automated decisions. Responsible AI implementation checklist.

MODULE 05
HR vendor transition

Replacing analytics, hiring, and training services. Requirements, solution comparison, reducing resistance.

MODULE 06
HR analytics without fear

Metrics for leadership. A simple HR dashboard. Transparency of HR decisions.

MODULE 07
Motivation, engagement, retention

Transparent motivation metrics. Retention factor map and link to line managers.

MODULE 08
Knowledge Management

Corporate knowledge base, preserving expertise, link to onboarding and talent pipeline. Internal mentoring and "leaders teach leaders" as a mechanism for transferring expertise inside the company, reducing knowledge loss when key employees leave.

MODULE 09
HR as a change agent

Working with resistance. Launching pilots. User training. Implementation support.

MODULE 10
Inclusive workplace

Audit of space, communications, and digital environment. Inclusive workplace checklist.

MODULE 11
Veteran/Hero Integration

Integration route. Stigmatization risks. Engagement with external partners.

MODULE 12
ESG for HR

ESG as a social-management framework. Social and workforce metrics. ESG project passport as the final artifact.

MODULE 13
Engagement with authorities (GR)

Building professional competencies for working with Russian government authorities: employment centers, state employment support programs, workforce reporting to agencies, regional labor and social protection bodies. GR project passport as the final artifact.

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Business outcomes

What the company
gets at the end

Not polished slides — concrete artifacts that start working immediately.

📊

HR dashboard prototype

Configured metrics for management decisions: turnover, retention, onboarding, cost per hire.

📋

Mini-spec for automation

Ready specifications for replacing or rebuilding HR services without sabotage or chaos.

🗄️

Knowledge base architecture

Ready structure, launch plan, and transfer of corporate expertise into a manageable format.

🛤️

Veteran integration route

Onboarding regulations for new employee categories. Social responsibility as an HR product.

🏷️

ESG project passport

Step-by-step HR transformation plan accounting for social, workforce, and reputation metrics.

🏛️

GR project passport online program

Strategy for engaging authorities: employment centers, state support programs, workforce reporting.

🎓

Mentoring system

A working "leaders teach leaders" expertise transfer model and a professional growth roadmap inside the company.

🗺️

90-day roadmap

A concrete change plan defended before leadership: what, why, cost, expected impact.

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Who the program is for

Built for people business
already expects more from

This program is not for those who want to "improve personnel work." It is for those ready to take a management position in HR.

Corporate HR teams
HRDs and heads of HR functions
HR Business Partner
Employment center specialists
Regional employer engagement teams
Corporate universities
Inclusion and integration project teams
Employers who need to strengthen HR quickly
Women in regions seeking a career change
Job seekers without HR experience, ready to enter the profession through analytics and digital tools
Is this program right for me? Program for regions

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Social mission

A different choice for women in regions

HR and recruiting is one of the few career paths with a low entry barrier and high labor market demand. No specialized degree required — it starts with basic analytical and digital skills — and opens a completely different level of opportunity than working as a retail associate or parcel pickup attendant.

Low entry barrier, high growth ceiling

From recruiter to HR business partner and HRD.

Digital and analytical skills

Working with dashboards, AI tools, and HR systems — not just paper forms.

Flexibility and remote work

Many HR tasks (analytics, hiring, communications) can be done remotely, expanding employment geography for women in regions.

Our social mission is to broaden career choices for women in Russia's regions.

The project team already has practical experience supporting vulnerable groups — from employment center partnerships to career intensives for people with disabilities. More about the team →

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Expertise and team

The people behind the program

Practitioners with experience in HR, business education, the public sector, and social projects — not theorists, but people who have already delivered 20+ projects like this.

Yulia Gordeeva — speaker and program visionary
Speaker, program visionary

Yulia Gordeeva

15+ years in business education · 60+ corporate programs · Russia, Europe, Asia, MENA

  • Taught HR and organizational behavior in the Presidential Management Training Program and MBA at Plekhanov Russian University of Economics (2008–2022)
  • Designs and delivers proprietary business programs with RANEPA (the Russian Presidential Academy of National Economy and Public Administration), RUDN University, and the Financial University under the Government of the Russian Federation
  • Since 2022, consults and trains on international projects — Russian, Asian, and MENA
  • ICF-certified coach, MBA program mentor

🏆 Winner of the national business school competition "Best Practices in Management Education 2024"

📧 prof@jgordeeva.ru 📱 +7 (916) 637-49-86 ✈️ Telegram: @Prof_jouls
More about experience →
Lada Kuzminskaya — program development director
Development director

Lada Kuzminskaya

12+ years managing educational projects · 150+ programs delivered

  • Led a portfolio of 150+ educational programs (MBA, professional retraining) at ANO DPO Moscow Business Academy
  • Built partnerships with the public sector: Moscow Employment Center, All-Russian Job Fair, career intensives for people with disabilities
  • Delivered government contracts and tenders (including the GenerationS program with RVC) totaling over 24 million rubles
  • MBA, Moscow Business School

🏆 2024 — winner of "Best Practices in Management Education" (with Y. Gordeeva)

📧 ladlena_k@mail.ru 📱 +7 (909) 912-27-25 ✈️ Telegram: LadaLLK
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"Business no longer needs personnel clerks. It needs management partners who can work with data, automation, and people."
— Yulia Gordeeva, program author

This competency is not needed tomorrow. It is needed right now.

Start HR transformation

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Next step

Grow architects
of the HR function
inside your company

Choose a format: on-site laboratory for fast transformation or online program for deep competency rebuilding.

Apply for on-site laboratory Online program — 2.5 months

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