2015 - Webinar On What it Means to be an HR Business Partner

Overview:
There are three major roles for HR; First - day to day policy execution and reaction to acute problem situations, Second - making incremental improvements in current systems and processes, and Third - conducting organization wide human resource analysis and implementing step change improvements aligned with organizational direction. This session will talk to the third role and the activities and mindset that lead to successful business partnering.
Why should you attend:
HR professionals should attend this session if they want to understand the three major roles of HR. Over the years there has been a role label change in HR. That change has been from Generalist to Partner. What does this mean and what are the roles that make up the Partner role? Essentially there has been increased demand from line manager for HR to contribute in a more strategic way. This session will provide insight into what it means for HR to contribute more strategically.
Areas Covered in the Session:
The three roles of the HR business partner
Role #3 the strategic role
Suggestions for an impactful strategic role
Who Will Benefit:
HR Generalists
Functional Leads
Instructor:
Sid Terry is a senior organization development professional with over 35 years assisting companies in improving the capability and capacity of individuals and groups to achieve company goals. His skill set covers the two elements of the function; (1) Talent Management Systems and Processes including leadership development and training, succession planning, performance management and coaching. (2) Organizational Improvement Processes including business unit strategy development, culture and change leadership, issue diagnosis and resolution. Sid has traveled extensively to China, Southeast Asia, Australia, Brazil, Europe and the UK. He has held significant leadership positions in Miller Brewing Company, Kraft Foods and Brady Corporation.