This program consists of 4-hour sessions that take place virtually or in person over 4 weeks. In these sessions you will cover:

• Managing in HR: The goal of this session is to understand the differences between a frontline HR professional and an HR Manager and to begin drafting a plan to transition to a higher-level of operating.  As a result of attending, participants will be able to describe the key differences between a frontline HR expert and frontline HR manager, understand the balance all leaders are challenged with between driving productivity and driving engagement, evaluate the benefits and liabilities associated with their regular working styles as it relates to leading an HR team, build an initial gaps analysis for both their HR team and their own working and leadership styles, and understand and begin building a development plan that supports a full transition into a management and leadership position.
• Managing Collaboration: The goal of this session is to demonstrate an understanding of various personal and practical needs within business and to demonstrate a facilitative style of HR leadership.  As a result of attending, participants will be able to articulate the business priorities within their area of job focus and demonstrate how those tie to the organization’s larger strategic goals, demonstrate effective facilitation skills that encourages participation, candor, and accountability, balance human and business-focused considerations when making decisions and solving problems, foster a collaborative approach to partnering with leaders, employees, and cross-functional teams; exhibit effective coaching behaviors. and build an internal network to ensure HR stays connected to business strategy and real-time operational imperatives.
• Managing Data & Metrics: The goal of this session is to develop the ability to leverage key performance indicators (KPIs) to evaluate HR effectiveness and to design/implement programs that address operational and strategic needs.  As a result of attending, participants will be able to articulate the organization’s key metrics and how data is used to make decisions, define common HR metrics and key performance indicators (KPIs) and determine the most relevant metrics for the HR team, demonstrate HR team effectiveness through metrics and KPIs, develop HR-focused scorecards that support the organization’s strategic goals and day-to-day operations, build action plans to address gaps identified in HR KPIs, and design and implement programs that support organizational operations and improve critical KPIs.
• Managing Change: The goal of this session is to demonstrate the ability to manage organizational change through effective communication, stakeholder alignment and accountable planning.  As a result of attending, participants will be able to articulate the role of HR in supporting effective change, identify organizational programs and initiatives that require formal change management support, employ change management tools as part of regular process and program management, leverage the fundamentals of effective communication to various levels and stakeholder groups, influence others to drive organizational initiatives, create a communication plan to support large-scale change initiatives, and demonstrate accountable follow-up as part of effective functional leadership.