Welcome to Heineken Learning Hub

"We work with you to understand your team's learning and development needs to produce solutions tailored to the specific requirements of your organisation. 

Working with global multinationals, medium-sized and public sector organisations, CRF Learning has developed a flexible and cost-effective approach to delivering impactful courses with immediate outputs in both face-to-face and online environments."
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Your  Learning Journey

Before you begin this learning journey, please download and read your 'Welcome Pack':

  • Your Learning Journey - understand the programme, key milestones, and how you'll develop over the coming months
  • Partner for success – explore the roles of learners and line managers in supporting meaningful development and growth
  • Turn learning into action – use practical tools and frameworks to set goals, gather feedback, and apply new skills in the workplace
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Build, Develop and Refresh Your Core Capabilities - Shared Across HR 


People Solutions - Experience-led Service Delivery

YOUR PEOPLE SOLUTIONS CAPABILITIES:

Evidence-Based Analysis & Decisions

Uses data to identify trends, risks and performance gaps in HR services, translating insight into practical recommendations and tracking outcomes to improve service quality, efficiency and experience.

People & Service Excellence

Designs and delivers HR services with a user-first, experience-led mindset that balances simplicity, efficiency and quality, using feedback and real usage insight to drive continuous improvement.


Root-Cause Analysis & Resolution

Diagnoses and resolves underlying issues across process, policy, systems and behaviour with quality, consistency and risk awareness, while identifying patterns to drive sustainable improvements and prevent repeat issues.

Further Develop Your People Solutions Capabilities

Want to learn more? Access our Research

How Can HR Become More Confident Working with Data and Analytics?

Building confidence with data and analytics in HR requires stronger data literacy and embedding analytics into everyday decision-making. Success comes from focused, high-impact projects and combining data insights with clear communication and business understanding.

Team Effectiveness

Effective teams are built around a clear shared purpose, strong collaboration, and an environment where team members feel a sense of belonging and psychological safety. Sustained performance comes from balancing accountability with adaptability, enabling teams to respond quickly to changing priorities while continuing to learn and improve.

Collaborating with Impact

Collaboration with impact comes from building strong relationships, understanding stakeholder priorities, and aligning HR activity closely with business outcomes. Influencing effectively requires credibility, clear communication, and a proactive approach to solving problems and creating value across the organisation.

Leading Human-Centred Organisational Change

Human-centred organisational change starts with understanding people's needs, experiences, and behaviours rather than focusing solely on processes and structures. Involving employees in shaping solutions improves adoption and creates more effective, sustainable change. Building adaptability, empathy, and feedback into change processes helps organisations meet both business and employee needs.


HR Business Partnering - Strategic Enterprise Partnering

YOUR HR BUSINESS PARTNERING CAPABILITIES:

Organisation Design

Leads organisation design within the OneHR operating model to enable performance, accountability and culture while balancing scale, efficiency, productivity and capability depth and supporting clear decision-making, talent flow and business outcomes.


Strategic Business & Workforce Insight: Talent, Labour, Culture

Owns and drives business, talent and workforce outcomes by connecting performance with labour, talent and culture dynamics, using data and judgement to shape priorities and actively managing trade-offs across capacity, capability, cost and culture.


Workforce Planning

Owns end-to-end workforce planning to align business strategy with skills, capacity and labour demand and supply, anticipating workforce risks and labour market shifts while driving talent, resourcing and capability decisions that support sustainable performance and growth.

Further Develop Your HR Business Partnering Capabilities

Want to learn more? Access our Research

Organisation Design for Agility

Organisation design for agility focuses on creating structures, roles, and ways of working that enable faster decision-making and greater responsiveness to change. Achieving agility requires balancing customer responsiveness with efficiency, supported by clear governance, strong leadership, and disciplined execution. 

The Role of the Effective HRBP in Culture ChangeTeam Effectiveness

Effective HR Business Partners play a critical role in shaping and embedding culture change by aligning people strategies with organisational goals and desired behaviours. Their impact comes from building trust with leaders, challenging constructively, and influencing decisions through evidence.

ReimaginingHR Business Partnering

HR Business Partnering is evolving from a traditional HR support role to one that is increasingly strategic, commercial, and focused on delivering business outcomes. Future HRBPs will need strong capabilities in change management, data and analytics, digital enablement, and organisational agility to support increasingly complex business environments. 

Leading Human-Centred Organisational Change

Human-centred organisational change starts with understanding people's needs, experiences, and behaviours rather than focusing solely on processes and structures. Involving employees in shaping solutions improves adoption and creates more effective, sustainable change. Building adaptability, empathy, and feedback into change processes helps organisations meet both business and employee needs.


Centres of Expertise - Enterprise Solution Design & Embed

YOUR CENTRES OF EXPERTISE CAPABILITIES:

Change, Adoption & Capability Building

Drives the successful implementation, adoption and continuous improvement of HR solutions by partnering with HR Business Partnering and People Solutions and using feedback and data to maximise impact.


Future Readiness

Anticipates external trends and evolving business needs to continuously evolve HR solutions and build future-focused capability in skills, workforce models and ways of working.

Strategy & Solutions

Designs and governs scalable, consistent and globally relevant HR solutions and frameworks that align with business priorities and establish clear standards, guardrails and best practices across HR.

Further Develop Your Centres of Expertise Capabilities

Want to learn more? Access our Research

Megatrends, Markets & Mindsets

Organisations must look beyond short-term pressures and develop a long-term perspective on the global megatrends reshaping markets, work, and society. Leaders will need to respond to shifts such as AI and automation, demographic change, geopolitical uncertainty, and the growing importance of sustainability and human-centred value creation. 

The Changing Role of the HR Leader

The role of the HR leader is shifting from operational support to strategic business leadership, requiring a stronger focus on commercial outcomes, risk management, and organisational performance. HR leaders must navigate increasing complexity driven by technology, AI, changing workforce expectations, and geopolitical uncertainty. 

Collaborating with Impact

Collaboration with impact comes from building strong relationships, understanding stakeholder priorities, and aligning HR activity closely with business outcomes. Influencing effectively requires credibility, clear communication, and a proactive approach to solving problems and creating value across the organisation.

Leading Human-Centred Organisational Change

Human-centred organisational change starts with understanding people's needs, experiences, and behaviours rather than focusing solely on processes and structures. Involving employees in shaping solutions improves adoption and creates more effective, sustainable change. Building adaptability, empathy, and feedback into change processes helps organisations meet both business and employee needs.

Supporting Your Learning Journey

Whether you're getting started, looking for guidance on where to focus, or thinking about how to apply your learning in practice, support is available to help you make the most of your learning journey.

Jamie Belfield

Project Manager, Corporate Research Forum

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Frequently asked questions (FAQ)

Where should I start?

Start with the recommended learning for your current monthly capability focus area.

The learning journey is designed to build shared capability across OneHR without creating overwhelm. Begin with the recommended modules and then explore additional content that supports your role, interests or development goals.

How long is each module?

Module length varies but on average takes between 90 - 120 minutes depending on the learner.

Once you've completed a module, be sure to download your certificate of competition, share it on LinkedIn and tag us @Corporate Research Forum

I've completed a module - what should I do next?

Learning only creates value when it is applied.

After completing a module: identify one insight to apply in your role, discuss it with your line manager or team, test it in practice, reflect on the outcome and adjust your approach. The goal is application, not completion.

How much time should I spend learning each month?

There is no expectation to complete everything at once.

A small amount of applied learning often creates more impact than consuming large amounts of content.

How can I get the most value from the learning experience?

The most successful learners have a plan.

Set a clear development goal
Discuss learning with their line manager
Connect learning to real business challenges
Seek feedback from colleagues and stakeholders
Regularly reflect on progress and impact.

How do I know if I'm improving?

Capability growth is not measured by the number of modules completed.

It is measured by the difference your learning makes in practice. Consider asking yourself:

Am I approaching challenges differently than I would have six months ago?
Am I making decisions with greater confidence or better evidence?
Am I applying new tools, techniques or ways of working in my role?
Have colleagues, stakeholders or my line manager noticed a difference in my impact?
Can I point to a specific example where learning changed an outcome or improved an experience?

You can also use feedback conversations with your line manager, peers and business stakeholders to understand where progress is visible and where to focus next.

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Your CRF membership gives you unlimited access to our entire library of on-demand courses. Learn at your own pace through videos, quizzes, exercises and assignments.


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Browse our annual programme of courses, delivered both face-to-face and online for intermediate and senior HR professionals; with the added value of learning and networking with peers from other organisations. 

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