Transition from frontline HR expert to frontline HR manager.

The Frontline Human Resources Manager

Become the HR manager your organization needs by exploring topics like: HR data and metrics, change management, HR maturity models, and more.

What Is The Frontline Human Resources Manager?

Human Resources has always been on the frontline of business success, but recent challenges have highlighted this critical function in new ways. Business leaders have become increasingly dependent on their HR team to address specific talent challenges and ensure people-related issues are being managed closely. For Managers in HR, this has required leading at a higher-level but also demonstrating skills such as facilitating, collaborative problem-solving, utilizing metrics to drive effective decision-making, and managing change at a larger scale. 

This 16-hour program will provide the tools and resources necessary for participants to transition from frontline HR expert to Frontline HR Manager. Participants will understand what it takes to lead an HR team while balancing business goals and strategies. Specific attention will be given to the role of HR as facilitator, planner, and program manager. This course will also frame the role of an HR Manager as standing in the gap between being reactive and proactive, between being transactional and transformational, and ultimately championing change. As a result of attending this training, participants will be equipped to demonstrate excellence in leading an HR team while ensuring their work is an integral part of the organization’s success. 

frontlinehrmanager

Who is it for?

This program targets new and experienced HR managers (generalists or specialists like compensation manager, benefits manager, etc.) or those who will be promoted to an HR manager role in the near future.  It is intended to build off The HR Professional program and is a recommended pre-requisite for Strategic Human Resources Leadership.

What You Will Learn

In-Person Cost: $1095

Virtual Cost: $1095

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, evaluate the benefits and liabilities associated with personal patterns of regular working style as it relates to leading an HR team, incorporate an HR Maturity model in evaluating personal capabilities and the capabilities of their team, define HR processes and programs within the context of the organization’s operational cadence and strategy, and build an initial gaps analysis for both the HR team and their own personal working and leadership style.
  • 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.

Benefits of The Frontline Human Resources Manager

There are many benefits from the things you will learn in The Frontline Human Resources Manager, such as:

Navigating the Shift to Manager: Participants explore how human resources work shifts when you move from an individual expert to manager of people or the manager of a process. Understanding how to adapt to this change in dynamics and responsibilities is essential to an HR Manager’s long-term success.

Increasing your HR Impact: Participants evaluate their current HR function against known competency and maturity models in order to develop strategies for increasing the impact of the entire HR department.

Creating a Data-Driven Strategy: Participants receive tools and resources to help them manage and leverage data in a way that facilitates effective decision-making and problem solving. 

Managing Change More Effectively: The best new program or initiative will never reach its full potential if it is not implemented correctly and in a way that effectively manages any changes across the organization. Participants will develop tools and resources to help them manage change more effectively as this becomes an increasing responsibility at the HR manager level and above.

Sign Up Now

Take your skills to the next level with The Frontline Human Resources Manager training program. Sign up for a session today.

HRCI

This training offers 16 credits

SHRM

This training offers 16 credits

In Person Training

Virtual Training

In Person Training Program Details

In person training takes place at the Frontline Training Solutions training center in Grand Rapids, MI. Class sizes are limited to 20 participants so that interaction and learning are maximized.

The Frontline Human Resources Manager in person training includes:

  • 16 hours of training and activities
  • Training workbook, templates, and tools
  • Snacks, drinks, and other refreshments

Format: Four 4-hour sessions delivered in person over four weeks

Location: 1760 44th Street SW, Suite 10,  Grand Rapids, MI 49519

If you have any questions, need help registering, or would like to be invoiced for this event, please contact: Alec McGuire, Training & Event Coordinator at (616) 608-9684 or Alec.McGuire@ExpressPros.com.

 

2023 Sessions

  • May 30 – June 20 | Tuesdays | 8:00am – 12:00pm (EST)
  • October 9 – October 30 | Mondays | 8:00am – 12:00pm (EST)

Customized Training

We offer customized training, both in person and virtual, for teams across the country. If you’d like a customized training on The Frontline Human Resources Manager for your team, contact us today.

Frequently Asked Questions (FAQ)

While much of this course does relate to a team environment, participants without direct reports will have the opportunity to build strategies and approaches that leverage others in HR work. Increasing influence, without direct authority, will also increase your effectiveness and allow the organization to take advantage of tools and resources traditionally reserved for larger companies.

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