HR at a Crossroads: The Compelling HR Leadership Challenge Facilitated by Judy Enns Executive Vice President HR Solutions San Diego, San Francisco, Orange County, Chicago

Overview “ The illiterate of the 21st Century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn.” Alvin Toffler Relearning HR: Trends Shifting HR to Human Capital Practice Management The HR Super Star Difference: Competencies and Capabilities Positioning Your HR Career: Lessons from HR Job Seekers

“ The illiterate of the 21st Century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn.” Alvin Toffler

Relearning HR: Trends Shifting HR to Human Capital Practice Management

The HR Super Star Difference: Competencies and Capabilities

Positioning Your HR Career: Lessons from HR Job Seekers

Relearning HR Shift from People Function to Organizational Effectiveness Human Capital Management Expectations of CEO’s Business Plan Development and Implementation M&A, Reorganization, Re-engineering Management Succession Executive Compensation & Incentives Organizational Health

Shift from People Function to Organizational Effectiveness

Human Capital Management Expectations of CEO’s

Business Plan Development and Implementation

M&A, Reorganization, Re-engineering

Management Succession

Executive Compensation & Incentives

Organizational Health

Relearning HR Significant Voice in Strategy Decisions Design HR Systems to Improve Business Outcomes Smaller HR function which brokers service Function split into COE’s, Service Centers, HR Consultants Centralized function responsive to local needs Stand alone HRD, Talent, OE units “ Lunch and learn sessions are not contributing to the growth of the business.” Anon. CEO

Significant Voice in Strategy Decisions

Design HR Systems to Improve Business Outcomes

Smaller HR function which brokers service

Function split into COE’s, Service Centers, HR Consultants

Centralized function responsive to local needs

Stand alone HRD, Talent, OE units

“ Lunch and learn sessions are not contributing to the growth of the business.” Anon. CEO

Relearning HR Impact for HR Re-learning Data Gathering to Assess Organizational Effectiveness Expanding HR Technology Ethics/Conscience of the Organization Social Responsibility - Environmental Stewardships: The Compelling HR Leadership Challenge

Impact for HR Re-learning

Data Gathering to Assess Organizational Effectiveness

Expanding HR Technology

Ethics/Conscience of the Organization

Social Responsibility

- Environmental Stewardships: The Compelling HR Leadership Challenge

Relearning HR Globalization - Website? You are global? Global HR Learning - Compensation - Talent Acquisition and deployment across borders - Diversity in national cultures - Technology - Training - Risk Management

Globalization - Website? You are global?

Global HR Learning

- Compensation

- Talent Acquisition and deployment across borders

- Diversity in national cultures

- Technology

- Training

- Risk Management

CEO’s Perspective “ Figure out how to do it!” - HR deals with complexity of employees who are expats, inpats, 3rd country nationals 20% of expats return home prematurely 40% of expats leave a company upon return 77% of expats demoted on repatriation Issues are housing, reverse culture shock, re- entry to the company and much more

“ Figure out how to do it!”

- HR deals with complexity of employees who are expats, inpats, 3rd country nationals

20% of expats return home prematurely

40% of expats leave a company upon return

77% of expats demoted on repatriation

Issues are housing, reverse culture shock, re- entry to the company and much more

HR Leadership Competencies 7 Critical Competencies according to CEO’s 1. Authentic and Adaptable - Shift easily with changing agenda and personal style - Stand in the spot light, make the hard calls - Self-aware 2. Business Acumen - Contribute ideas beyond HR - Manage up - Highly focused vs highly active in HR programs - Customer Centric

7 Critical Competencies according to CEO’s

1. Authentic and Adaptable

- Shift easily with changing agenda and personal style

- Stand in the spot light, make the hard calls

- Self-aware

2. Business Acumen

- Contribute ideas beyond HR

- Manage up

- Highly focused vs highly active in HR programs

- Customer Centric

HR Leadership Competencies 7 Critical Competencies according to CEO’s 3. Speed and Communication Transparency - Swift, decisive manner - Talk numbers with the CFO - Balanced voice for management and employees 4. Culturally Astute - Embrace diversity - Global mind-set 5. Analytical - Measure what matters - Fact-based decision making - Ideas come from everywhere, anyone

7 Critical Competencies according to CEO’s

3. Speed and Communication Transparency

- Swift, decisive manner

- Talk numbers with the CFO

- Balanced voice for management and employees

4. Culturally Astute

- Embrace diversity

- Global mind-set

5. Analytical

- Measure what matters

- Fact-based decision making

- Ideas come from everywhere, anyone

HR Leadership Competencies 7 Critical Competencies according to CEO’s 6. Conceptual Capacity - Inquisitive - Anticipate change, future focus as a “situational sensor” - Handle ambiguity - Recognize cost-reduction opportunity - Perceive connections/patterns 7. Trusted Advisor - Confidant, coach, mentor to CEO & EC - High Emotional Intelligence - Integrity & honesty - Inspirational leader from values base

7 Critical Competencies according to CEO’s

6. Conceptual Capacity

- Inquisitive

- Anticipate change, future focus as a “situational sensor”

- Handle ambiguity

- Recognize cost-reduction opportunity

- Perceive connections/patterns

7. Trusted Advisor

- Confidant, coach, mentor to CEO & EC

- High Emotional Intelligence

- Integrity & honesty

- Inspirational leader from values base

Positioning Your HR Career Back to School MBA, MS, MA to mirror company executives and to advance Check off the Basics - Best practices in functional HR areas - Near-flawless execution in HR operations - Outsourcing - What, for what ROI - Strong development of HR team - Credible reputation among managers - A mentor - Professional written, oral communication

Back to School

MBA, MS, MA to mirror company executives and to advance

Check off the Basics

- Best practices in functional HR areas

- Near-flawless execution in HR operations

- Outsourcing - What, for what ROI

- Strong development of HR team

- Credible reputation among managers

- A mentor

- Professional written, oral communication

Positioning Your HR Career Readiness for Next Level Leadership - Functional expertise check up Total Rewards , Global HR, Employer of Choice, M&A, Succession Planning, Ethics, Employee Communication, Engagement, Executive Compensation - Organizational Impact Talent management better than the competition Developing Managers’ HR Capacities Transformation and Change Focus on “outcomes” vs “doing”

Readiness for Next Level Leadership

- Functional expertise check up

Total Rewards , Global HR, Employer of Choice, M&A, Succession Planning, Ethics, Employee Communication, Engagement, Executive Compensation

- Organizational Impact

Talent management better than the competition

Developing Managers’ HR Capacities

Transformation and Change

Focus on “outcomes” vs “doing”

Positioning Your HR Career “ Be the solution, vs your resume.” - Big problems solved vs achievements - Significant decisions made with what outcome - Influence on change with what outcome - What technology can you implement? What does your experience equip you to solve? - Ask a former boss - Ask staff - Ask peers

“ Be the solution, vs your resume.”

- Big problems solved vs achievements

- Significant decisions made with what outcome

- Influence on change with what outcome

- What technology can you implement?

What does your experience equip you to solve?

- Ask a former boss

- Ask staff

- Ask peers

Positioning Your HR Career Have a Point of View “ I hire great people and get out of their way.” “ My job is to help managers succeed with their people.” “ I’m in business; I just happen to be in the HR seat.” Be famous for your values. Seize Opportunities. Keep your net working.

Have a Point of View

“ I hire great people and get out of their way.”

“ My job is to help managers succeed with their people.”

“ I’m in business; I just happen to be in the HR seat.”

Be famous for your values.

Seize Opportunities.

Keep your net working.

Take Away Lessons 1. 2. 3 4. Thank you for listening and learning! Good luck!

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Thank you for listening and learning!

Good luck!