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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?

 

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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 five 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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INSPIRATION

Strategic HR leaders are the ambassadors of organizational culture. We study neuroscience an apply psychological methodologies to ensure a work environment that fosters employee engagement and personal accountability.

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INNOVATION

Strategic HR Leaders challenge convention, look to the future and manage change. We utilize technology, social science principles, validated research findings and changing market trends to deliver proactive HR solutions.

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IMPACT

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