HR LEADERSHIFT: Navigating the journey from traditional / transactional to strategic HR
For the last few years we have been asking the question: What distinctions differentiate Strategic HR? We have listened to the answers of HR and Business leaders and four consistent themes have evolved. For the last few years we have been asking the question: What distinctions differentiate Strategic HR? We have listened to the answers of HR and Business leaders 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 teamINTEGRATION
Strategic HR Leaders truly understand the business drivers and collaborate with our non-HR colleagues to deliver practical human capital solutions that are highly valued throughout the organization.
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 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 strategies.
Strategic HR Leaders analyze data to predict and measure outcomes. We quantify the human capital ROI and our impact on business metrics.