HR LEADERSHIFT: Navigating the journey from traditional/transactional to Strategic HR
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:
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.
Strategic HR leaders are the ambassadors of organizational culture. We study neuroscience and apply psychological methodologies to ensure a work environment that fosters employee engagement and personal accountability.
Strategic HR Leaders truly understand the business drivers and deliver practical HR solutions that are highly valued by our operations colleagues.
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.
Strategic HR Leaders collect and analyze data to design and measure outcomes. We quantify the human capital ROI and impact on business metrics.
3rd Annual Fargo/Moorhead Strategic HR Conference
This program is pre-approved for 7 (Specified- Strategic Business) credit hours toward PHR, SPHR, GPHR, SHRM-CP, and SHRM-SCP
FMHRA and AVHRA
Member Registration: $229/person
November 7, 2017
Delta Hotel by Marriott
1635 42nd St SW
To learn more click this link for a preview of the program
This session will include a panel discussion with local business owners, executives and company managers. The discussion will be focused on the current and future expectations of their HR partners.