HR can often feel more like an “administrative resource" rather than the strategic Human Resources role that impacts the business by driving growth. If you are a corporate HR leader that feels like:

• There’s not enough time, staff, or resources to focus on strategic initiatives
• Your strategic skills are being under-utilized
• Everyday is like playing a game of whack-a-mole
• The HR team is doing more administrative work than they should

In this sixty+ minute lesson with Billy Parsons, VP of HR for U.S. Dermatology Partners, you will learn how to streamline HR processes to free up HR from tactical tasks, so that you can focus on talent strategies that drive growth for your organization. Billy shares:

• 4 key phases to streamlining HR, and how to get buy-in from your team 
• A template for ensuring the work of process improvement yields an optimal employee experience
• Best practices on process improvement modification for the most impact and least amount of effort
...

Masterclass for Corporate HR Leaders:

5 Step Framework for building an in-house Talent Acquisition Function

…to save recruiting fees, improve candidate quality and be a TRUE strategic HR partner

In this 45-minute masterclass (on demand), you will learn:

• The EXACT habits of highly effective Corporate Talent Acquisition functions
• Why spending thousands of dollars on expensive external search firms is a waste of resources and won’t build a scale-able TA process and what to do instead
• How to make sure your organization doesn’t hire the “BEST of the WORST” and what you can do instead to make sure you get “A” players in your pipeline
• How to market to hiring mgrs./leaders to get a pilot program off the ground even if you don’t have a budget
• Why the “POST and PRAY” approach won’t get you the next Rock Star and how to help your hiring mgrs. see that the good candidates are worth the wait
• How to structure a search process to...

In today's vlog post I speak with Harry LaRosiliere, SVP of Wealth Management at UBS and the current Mayor of Plano, to learn what "more normal" will look like.

COVID has shifted the landscape of businesses and Harry shares with us a central, upside and downside scenarios and what indicators to look for to determine which scenario to plan against.

Harry shares how to take advantage of market volatility, major technology shifts and how economies are investing in sustainability.

Finally, we discussed how retaining talent is a big focus for HR leaders and Harry shares a creative executive perk that 2/3 of the S&P provide for their C-Suite and how it keeps senior execs focused and your company competitive for executive talent.

Tune in to listen to what "more normal" looks like and useful strategies for HR Leaders.

Enjoy! 

Cindy Lu

ps.  Ladies: If you are interested in attending a Women's event UBS is hosting a  around financial empowerment  for women, the...

Hello! It's Cindy Lu, founder CHRO Partners.  Hosting the DEI&B BigHR Event this year required months of research, courses, books, and talking with CDOs & CHROs. 

It's been eye-opening to see how many HR leaders are frustrated with the lack of progress in areas like ...

...consistently attracting diverse slates of candidates

... retention of underrepresented talent and lack of talent pipeline

...the lack of diversity in the "C" suite and on Boards

_{HR Leaders want to do things differently this time...}

HR Leaders Know "Programmatic" DEI&B Investments Won’t Bring Sustainable Change

Here's the REAL change needed...

DEI&B must be built into the entire talent life cycle

 It's that simple (not easy)!

We have to do the work to ensure the foundational HR Centers of Excellence are in place while weaving in DEI&B into the entire employee life cycle.

That’s why we are proud to introduce...

I was listening to the WSJ last week and heard that Starbucks has made a pledge that by 2025 30% of their manager level and above leader will be people of color (it was 15% in 2019 and about 46% of their overall workforce identified as a minority).

Last year Starbucks hired their first CI&DO. They are focused on mentor-ship programs, I&D is now tied to executive compensation and they are starting and executive council to integrate I&D throughout the company.

Like Starbucks, many organizations hope these efforts will produce enough ‘ready now’ and ‘ready next’ leaders but when you find they aren’t ready yet or…

...maybe your organization has made a change in your thinking that promoting only from within is NO longer the preferred practice because in order to accelerate diversity at sr. levels we have to go to external candidates.

Whatever the case, this is when HR leaders need to ensure internal TA teams or search firm partners will...

 https://www.amazon.com/Stand-Out-Build-Leadership-Presence/dp/1789665817/ref=sr_1_1?dchild=1&keywords=carol+kinsey+goman&qid=1600282545&sr=8-1

Enjoy!

Cindy Lu

ps. Make sure you white list my email as we will be announcing our Members only Special Interest...

In today's vlog post we speak to Kim Sullivan, Chief People Officer of Concentrix and learn about the two areas of focus new CHRO/CPOs must work in parallel or risk loosing the opportunity to drive change.

Don't just look for quick wins but look for BIG wins quickly and leverage that win to influence areas you need to make changes.

 She shares that while focus on business acumen and transformation skills are critical to leading a strategic people function, building a network of peers you can count on to help you find answers quickly in our fast moving world is something you need to do all the time not just when you need something.

Enjoy! 

Cindy Lu

ps. If you are interested in learning more about how to join the conversation with HR leaders across the country, sign up for an HR Circle Zoom call where we explore strategic HR challenges in a safe vendor free setting.

1. Sign up here.

2. Watch short orientation in the LMS (learning management system)

3. Join the...

There are so many HR leaders starting or refreshing their organization's diversity and inclusion journey but without a dedicated in-house D&I experts or budgets for external consultants, many are finding this work to be like a 3rd job and unsure where to start.

We hope this vlog will help save you time and bring clarity to your company's D&I journey.

Tune in to hear how Chris Sinclair, VP People & Culture/HR for a PMG Digital Agency. outlines a simple framework to refresh and restart D&I.

He shares the challenges they experienced and the three-pronged approach they are taking as well as the simple (but not easy) steps they took related to talent practices.

Lastly, the organization shows their corporate courage when they share their findings publicly front and center on the website. This is a template you'll want to see.

Not only is it smart business to have a diverse and inclusive culture, but Chris feels these are just table stakes for companies related to employee...

I heard from one of our members how their organization did an amazing job responding during the social and cultural inflection point we are currently experiencing. So, I knew we needed to interview the force behind this experience - Ronnie Dickerson Stewart, U.S. Chief Diversity Officer at Publicis Groupe.

Tune in to hear her advice on starting or revamping your DIEBJ program even if you don’t have a big budget or staff. Here are some key takeaways: 

• Ronnie begins with defining and acknowledging the current climate as a cultural inflection point in order to help us understand how to start, move forward, and co-conspire for change. 
• Explore a variety of maturity models to recognize what your starting point is
• ID your Gaps
• If you don't know what to do next, start by capturing the emotions and listening to your employees 
• Leverage your ecosystem, whether it’s peers or consultants. Look for helpers inside your organization who want to help. 
• It’s a...

Feeling stuck? Wondering what it takes to get to the top HR role? Join us to hear about Bala’s journey from an engineer to CHRO after working at world-class companies like HP and Coca-Cola. 

Bala Sathyanarayanan, CHRO of Greif, joins us to discuss his three career pivot points to CHRO and gives critical advice on what it takes to get to the CHRO role - that has nothing to do with HR skills. 

Born and raised in India, Bala shares how he transformed from working in engineering to HR, his move to the US, and finding the ambition to aim higher. 

Lastly, he gives a few simple yet crucial pieces of advice to help get the experience you want on your career path to CHRO.

This is a perfect opportunity to rethink how you are prioritizing your time and energy. Being heads down isn’t the path to get you there.

If you don't have time to watch the vlog post, here is the machine generated transcript.

https://www.chropartners.com/connectionsconnections 

Enjoy! Cindy...