After facilitating hundreds of HR Mastermind discussions; running 3 fast growth consulting firms, and developing 100s of my staff into strategic advisors...

I uncovered the secrets behind how HR leaders with limited staff, resources, and budgets can still manage to elevate the HR functions reputation.

But first…

For decades HR functions have been fighting to be seen as strategic business partners with a seat at the table.

Yet, even today, the primary focus of continuing education is mostly on improving the technical competencies of HR… leaving your HR team to figure out the strategic and softer skills on your own.

Maybe it is because HR “experts/consultants” decided it takes years of data, six-figure investments, and the total buy-in of the top brass to change HR into Strategic Business Partners.

In other words, the old way says you either have the budget, time, and staff size to take the leap from tactical HR to full-blown strategic!… or you stay stuck on the tactical treadmill.

But what if there was a middle ground? What if you could get the same type of seat at the table as the most strategic HR teams … without the large budget and massive staff?

There needs to be a middle ground. There needs to be a way for HR teams of all sizes to get the same qualitative results.

Otherwise, the status quo of HR overwhelm continues.

Besides being overwhelmed, other challenges of the HR profession include:

• Being a strategic HR Partner feels like it can take years because you need data and to get data you need tech and to get tech you need process improvements and so on...
• It’s like the chicken or the egg - what comes first. If you don’t show your HR function as true business partners, you’ll likely never get the budget resources and staff needed to deliver strategic talent solutions. 
• Many HR partners are bogged down with tactical work and the reality is there is a fair amount of work that is going to be tactical
• So many non-HR leaders haven’t worked with strategic HR in the past so they don’t know what they don’t know
• HR doesn't have the budget for strategic talent initiatives and it takes a while to build a business case
• Not every HR function is large enough to have a whole separate shared services function to handle operational HR tasks
• Business leaders still have to solve their challenges and when friction and external consultants cross, you get rogue “shadow spend” out of business unit budgets and HR becomes just the “gatekeeper” vs curator of solutions

As CHROs and CPOs, you also know that to attract and retain the best and brightest on your team… the individuals that can lift the reputation and success of HR... requires that you invest in them.

That you make sure they are set up for success and doing valuable work. 

That they have the right connections and network inside and outside the firm.

And that you teach them how to elevate themselves.

Here’s what we discovered…

Every HR team, including yours, holds the pieces of what they need.

The problem is being a strategic HR Advisor can take years because you need data and to get data you need tech and to get tech you need process improvements and on and on.

Is it any wonder HR teams are not yet performing at the highest level when the marketplace designs frameworks that take an army of management consultants to implement? And CHROs have not had access to a simple framework.

Now, you may be wondering how every HR team can hold the pieces of what they need.

So let me show you by asking 3 simple questions:

1. Can members of your team ask questions?
2. Does your team genuinely want to help their internal clients?
3. Does your team have a progressive leader? (I’ll answer this one… yes, they have you...especially if you are still reading).

If you answered yes to those 3 questions, then your team has the core of what it takes to elevate the reputation of the HR function to being consultative… even if the work is mostly tactical.

Becoming consultative is the missing link.

Becoming consultative is how HR bridges the gap between order-taker and go-to advisor.

And all that’s needed is a simple, proven framework to draw out that core, to develop those skills, and position your HR team as consultative geniuses.

In case there’s any doubt, let me be perfectly clear:

This is not another course on how to be a “strategic HRBP.” There are plenty of those in the market and we already know those can take too long to upskill your team for success. 

This is a simple, proven framework on how to instantly help your team elevate the image of HR by being a consultative advisor NOW— even if the work they are doing is mostly tactical. 

Who’s Behind this Breakthrough Discovery?

I’m Cindy Lu, Founder of CHRO Partners. I’ve been called “Mama bear of HR”.

I have developed hundreds of my past employees to use consultative skills to help clients achieve their strategic business goals. And now I am bringing this framework to CHROs and Sr. HR Leaders across the country to share with their own teams!

My mission is to create opportunities for HR leaders to transition their teams from supportive service providers to highly confident and consultative business advisors.

I share the awards* from my past company not to brag but to show how these skills can accelerate growth for your organizations!

_{*Awards from a co. I founded called The Novo Group}

Let's recap...

The Internal HR Consultants Lunch-n-Learn in a Box includes:

• The 4C Framework Training that helps to elevate your team to consultative advisors (Value $997)
• Professionally designed lunch-n-learn PowerPoint slides simple to customize and adapt to your business (Value $1200)
• The facilitator guides and worksheets designed by a professional instructional designer so you can deliver them to your team tomorrow (Value $1200)
• How to use instructions for this “training in a box” (Value: $97)

Plus receive these bonuses (pre-recorded):

• Masterclass with HPs CHRO (prior) on Consultative skills for CHROs (Value: $549)

• Masterclass with Vitamin Shoppe’s COO on Prioritizing Work (Value: $549)

• Masterclass with SVP Talent at Epsilon on Internal Consulting Skills (Value $349)

With The Internal HR Consultants Lunch-n-Learn in a Box, you get a Total Value = $ 4,941

Regular Price = $997

Today’s Price = $497

Sign up before before Oct. 31st to take advantage of Early Bird Pricing.

Vendors, external coaches or Consultants contact [email protected] for for licensing agreement fees. This program is for internal HR Practitioners ONLY.

How many times have you said, “We need to level up our HR team’s partnership skills?”

How many times have you been pulled into senior executives' meetings because your team still needed more seasoning?

When was the last time you took a vacation without your team calling you?

You can keep doing what you have been doing… and keep running into the same challenges, the same overwhelm.

Or you can choose a new path.  A path that is already outlined, formatted, and ready for you to succeed.

Will you choose the right path?

Plus you can only get access to an additional resource just for HR Leaders and that is the ability to  sign up for a SOS call with me that you can use anytime in the next year. This is typically only a services I provide to my mastermind members  but if you buy the Internal Consultants Lunch-n-Learn Series you will get an hour SOS call with me for only $175! (Regular Price of $300)

Are you ready to get your whole team on the same page? Are you ready to have a team confident in their consulting skills?

Your HR function is only as strong as your weakest link…

And one Lunch-n-Learn can be the difference from your staff having an average interaction with an executive… or an amazing experience where they want more!