Business Acumen for HR Professionals

Clarify what it means to have business acumen as an HR professional.

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Contributors

Terri Carlson, Executive Director for Nutrition and Food Service, Saskatchewan Health Authority
Mark Coulter, Director of Organizational Effectiveness, ABC Group
David C Forman, Author and President of Sage Learning Systems, Adjunct Professor
Joan Hill, President, Core Consulting
Matt Hopkins, Director, HR & Client Services, TTC
Ashley Miller, Manager Research Products, SHRM
Christine Miners, Managing Director, Talent Management, Verity International Limited
Jeffrey O’Leary, Contract Consultant for Learning Development & Instructional Services, Canadian Marketing Association
Laura Ribadeneira, Director, HR Research & Advisory Services, McLean & Company
Heather Sheehan, Managing Partner, Performance Pros
Tammy Van Eck, HR Business Consultant, Van Eck Consulting

Your Challenge

A shift in role has caused a gap in skills for HR’s business acumen.
HR is seen as a critical partner, but a lack of business acumen stifles their impact.
Having business acumen will help HR be seen as a strategic partner.

Our Advice

Critical Insight

There is a sweet spot between understanding the fundamentals, your stakeholders’ needs, and applying critical thinking to align and engage with the organization.

Impact and Result

HR is now equipped with the skills and tactics to continue their journey as a strategic business partner where they act as a catalyst for organizational goals and objectives.
Stakeholder expectations and relationships are top of mind and HR’s effectiveness will increase.
HR will make the shift from partner to anticipator by applying critical thinking.