Tough Love: What Your CEO Won’t Tell You About HR, But I Will
We hear a lot of HR professionals talking about wanting a seat at the table. Less often discussed is why we are sometimes excluded from strategic planning and discussions. It is painful to hear the criticisms. It is more painful to be unaware of, and therefore, unable to counteract them. This session focuses on how to be a more effective strategic partner. Among the issues discussed in this session will be: avoiding overuse of HR lingo, overemphasizing consistency as opposed to thinking, failing to understand the business of your business, avoiding risk rather than managing it, and forgetting that human resources requires a delicate balance of law, business and humanity so we must learn to live comfortably in the gray. And, by the way, don’t ask for a seat at the table. Take it!
Jonathan A. Segal
Jonathan is a partner at Duane Morris LLP in its Employment Group. He also is the Founder and managing principal of the Duane Morris Institute, which provides training on employment issues to HR professionals, in-house counsel and other leaders.
The core of Jonathan’s practice is helping employers maximize legal compliance and minimize legal risk with regard to harassment, discrimination, retaliation and reasonable accommodations.
Over the past few years, Jonathan has focused on religion in general and antisemitism in particular. In addition to helping clients, Jonathan has delivered a number of talks on antisemitism on behalf of the EEOC as well as to field directors of the EEOC.
Jonathan has provided training to federal judges and other members of the federal judiciary on various employment issues for more than 20 years.