HR LEADERSHIFT: Navigating the journey from traditional/transactional to Strategic HR

 

Program Summary

HR professionals have been coveting a seat at the strategic table for over a decade now. But what does this mean? What does a Strategic HR Leader do? Are you considered a Strategic HR Leader?

 

For the last few years we have been asking the question: What distinctions differentiate Strategic from Traditional/Transaction HR?  We have listened to the answers of HR and Business leaders alike and four consistent themes have evolved. This session will explore the following Strategic HR Distinctions:

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​​INFLUENCE

Strategic HR leaders are adept at developing key relationships with all stakeholders. Along with an expertise that awards credibility, these relationships ensure our acceptance as an integral member of the organizational planning and leadership team.

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​INTEGRATION

Strategic HR Leaders truly understand the business drivers and deliver practical HR solutions that are highly valued by our operations colleagues.

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​INNOVATION

Strategic HR Leaders are catalysts and managers of change. We utilize technology, social science principles, validated research findings and changing market trends to proactively design and deliver highly effective HR solutions.

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IMPACT

Strategic HR Leaders collect and analyze data to design and measure outcomes. We quantify the human capital ROI and impact on business metrics.