- 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
- 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.
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.
This guided implementation is a one call advisory process.