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.
1. Business acumen for HR professionals
Train HR on the foundational knowledge required to align to organizational goals and engage with stakeholders.
Guided Implementations
This guided implementation is a one call advisory process.
