The Strategic HR Department of One: Act Like a CHRO to Improve Your Organization
Repeated from Monday at 10:45 a.m.
What does being “more strategic” in our work as HR professionals really mean? Discuss the differences between traditional HR and strategic HR, as well as the business elements in which a DOO needs to focus. Have examples of what being strategic looks like in succession planning, performance management, and compliance.
Learning Objectives:
- The difference between traditional and strategic HR.
- Being strategic in succession planning, performance management and compliance.
- How to show the value of HR through key metrics.
Amanda Haddaway, SHRM-SCP
Amanda Haddaway is an award-winning HR consultant and corporate trainer. In her role as the managing director of HR Answerbox, she serves small businesses and start-ups as a talent optimization expert. She has more than 40,000 hours of experience in HR and holds the two highest professional certifications, SPHR and SHRM-SCP, as well as a Master of Jurisprudence degree in Labor and Employment Law from Tulane University Law School, a Master’s degree from George Washington University and a Bachelor’s degree from James Madison University.
She has been recognized as the Most Influential Woman in HR Training - USA by Acquisition International and the Gamechanger of the Year (US-East Coast) by ACQ Global Awards.
She is also the creator of New Manager Bootcamp and the author of two books.