The HR function is moving beyond compliance and employee lifecycle management to business leadership that adds measurable business value.  Along with a seat at the leadership table comes expectations; CEOs look for data, metrics, business acumen and quantifiable results from HR leaders in addition to other departments such as finance, engineering and marketing.
The ability to understand and navigate the language and priorities important to business leaders means that HR will be better able to create successful initiatives aligned to and positively impact, business goals based on the human capital and talent development initiatives of a business.
Learn tactical tips on getting the attention and respect of your CEO and other key stakeholders in a move to the front end of strategic business decision-making.
Key take-aways:
1.       Improving your communication style and credibility as a senior leader by eliminating HR jargon, embracing business language that speaks and learning tips from the boardroom table
2.       Increase HR’s influence and engagement with the CEO, BOD and other key stakeholders
3.       Data and metrics that matter most to the C-suite and how to approach less quantifiable people topics
4.       What the CEO wants to see and hear in updates and meetings, especially when making your case for funds or resources