CHROs are often the “shoemaker’s children” when it comes to development; they must make the time to invest in developing themselves.

Take preventative measures to ensure your talent doesn't walk out the door.

Optimize your salary structure by ensuring market positioning is competitive, internal equity issues are justifiable, and controls are effective.

Despite different experiences, Millennials are driven by the same motivations as other generations. Develop a plan to engage Millennials and experience the effects across your workforce.

Ensure your Learning & Development activities are providing value by delivering on organizational goals.

Test competencies, not personality, to select quality candidates.

Successfully navigate each stage of the team lifecycle to build and maintain high performance teams.

From burden to boardroom: transform your HR budget to become a strategic partner.

Build a service-oriented leadership brand to differentiate capabilities and elevate professional influence.

Create high-quality internship experiences that work to create tangible business value.

Current employees hold the key to the perfect candidate.

Today’s business environment is flatter and more agile than ever before. True power no longer resides in position, but in the ability to influence others.

HR makes responsible business work.

Don’t limit rewards to cold hard cash – use flex location, flex time, and flex time off to appeal to employees and candidates looking for better work/life balance.

Transition from a non-collaborative environment to one that drives innovation and results across departments.

Insourcing, Consulting, or Outsourcing – it is not a black and white decision.