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    Becoming Strategic

    Date: April 11, 2018, 11:15am
    Lariat Steakhouse
    2232 W Glen Avenue
    Peoria, IL 61614
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    The conversation of Human Resources being a strategic business partner and having a “seat at the table” has been going on for decades. The finger gets pointed back and forth between HR and Management saying the other is not ready.   It’s time to stop pointing fingers and place the blame where it belongs – on everyone.   The first step is to define what does it mean to be strategic.

    There are three components needed for Human Resources to be “Strategic” in any organization. The first is the HR practitioner needs to behave and contribute in a way that makes sense to the individual business (aligned with the business) – so Individual Readiness. The second component is Organizational Readiness – are the leaders of the company ready to accept Human Resources in the “strategic” capacity?

     If, and only if, both the individual and company are in a position and place to work together can the HR person be “strategic”. However, for this to happen, trust has to be present- on both sides. If trust is not present, HR will not be strategic.

     Takeaways include:

    *Specific behaviors that will put them in a position to add strategic value to an organization

    *How to assess organizational readiness for HR contributions

    *How to know if HR is aligned with the business

    *Explore Trust as it relates to specific behaviors demonstrated in the workplace. Understand how Trust is the foundation of HR and leadership.


    Rob Burn formed L & L Solutions to provide custom solutions to organizational challenges.  He believes solutions are best customized to the company and challenge at hand.   Rob specializes in helping companies utilize their Human Resource capabilities to solve complex problems in a practical manner.

    Rob is certified as a Senior Professional in Human Resources (SPHR) and a Senior Certified Professional (SHRM-SCP). through the Society for Human Resource Management. He has over 25 years of experience in management and human resources from the service and industrial sectors.  He earned his Master’s Degree in Business Administration (MBA) from Robert Morris University and his Bachelor’s Degree in Psychology from Illinois State University. 

    This session is pre-approved for 1.0 SHRM PDC Credit and 1.0 HRCI Business Credit.