The HRMAC Future Leaders program is a unique development opportunity for organizations to provide their high-achieving, high-potential Human Resource leaders as they ascend toward the top HR leadership post. This highly comprehensive development program will afford top HR talent with the fundamental knowledge to become a well-rounded HR leader to better serve the organization.
The Future Leaders program will provide insight into several aspects of the CHRO role in an interactive and engaging method. Participants will finish with a deeper understanding of the CHRO role through perspectives from and dialogue with senior business executives. The selected participants will form a “cohort” and participate in highly interactive small group settings learning from C-level business leaders as well as from one another.
Participants will have the opportunity to learn key lessons and hear perspectives from CEOs, Board Directors, CHROs and other executives in programs uniquely designed to provide insight in the CHRO role. Click the button below to download an informational brochure for the HRMAC Future Leaders Program.
- A select group of up to 20 participants will be approved by members of the HRMAC Future Leaders Committee.
- Cohort participants will attend full day sessions over the course of four months (see schedule). All programs include lunch, some dinners and/or networking receptions.
- Participants must commit to attend and actively participate in each of the programs (see schedule).
- Participating companies will agree to a "no raiding policy."
- Possess a diverse career portfolio, i.e., geography, business units, organizations, etc.
- Must have led multiple Human Resources functions.
- 10+ years business or HR experience.
- Currently Director-level or higher (or equivalent) and a direct report to CHRO.
- Currently employed by a mid-size or large organization with a board of directors and a national presence.
- Participate in four program dates in 2017 (Feb 1, Mar 8, Apr 27, May 18) and networking presence.
- Submit an online application and a CHRO endorsement letter.
Fees and Application Process:
- Complete the online application to be considered for this year's program. Note that you need to be selected for the program - just applying does not guarantee you will be accepted. Availability is limited to a maximum of 20 seats.
- Submit your CHRO recommendation letter before the deadline of December 1.
- $5,000 Member registration fee and $6,250 Non-member registration fee for each applicant. Fee includes application fee, food and beverage, and program materials.
- Participants will receive a complimentary registration to HRMAC's 2017 Leadership Series on February 15, April 19 and June 7 -- valued at $225.
- Please contact Joann DeNardis at email@example.com or call 312-981-6790 for more information on the HRMAC Future Leaders Program.
Full 2017 Program Schedule:
Wednesday, February 1, 2017: Navigating the CHRO Role and C-Suite Dynamics (9:00 AM - 12:00 PM)
In this first exciting session of the HRMAC Future Leaders program, you will hear from a highly interactive session where a panel of experts will discuss navigating complex C-suite dynamics. Specifically, the panel will help you to:
- Think from a functional orientation to a strategic orientation
- Shift from a functional orientation to a strategic orientation
- Develop the relationship with the CEO based on trust and respect
- Deal with the very difficult peer dynamics as a CHRO; setting expectations
- Develop political and interpersonal skills: pre-requisites for success
- Handle conflict between the C-suite execs
- Assist your CEO drive desired shifts in culture, provide input into the strategic planning process, and drive accountability, organizational performance, and results.
Wednesday, February 1, 2017: CEO Expectations of HR (1:00 - 4:00 PM)
CEOs and business leaders rely on their senior HR executives for consulting on technical HR issues, people skills, and the real business issues. How can HR Add value to the organizational strategy? In this session, you will gain insight into the needs and expectations from the C-suite. Beyond the business, leaders must have the ability to effectively communicate based on the needs of the leadership, and differentiate their styles to meet the needs of the CEO and the board. Participants will hear insights on:
- How to understand the business from an HR perspective
- How the organizational talent impacts the business
- The key services that impact the bottom line
- How to build metrics that matter to the CEO and executive leadership
Wednesday, March 8, 2017: NEW - Going from Chief HR Officer to Change Officer - Leveraging Organization Effectiveness to Transform an Organization (9:00 AM - 12:00 PM)
Moving into a CHRO role for the first time requires several shifts in thinking, the largest of which is becoming even more strategic. Whether it's sitting down with the CEO, the Board of Directors or your fellow Leadership Team, you will be expected to develop HR strategies that support the Business Strategy. Not only do you have to think and talk "big picture," you have to build an 'A' to 'B' roadmap that will achieve that "big picture!" This program will further develop your strategic thinking capabilities by examining two critical areas, Organization Effectiveness and Change Management. Attendees will gain first-hand exposure to the following areas, including but not limited to:
- How to ensure that the HR Strategy supports the Business Strategy.
- How to think more strategically about the role that HR plays in the Business and how to elevate your own level of strategic-thinking.
- How to leverage Organization Effectiveness to support business strategy.
- How to utilize Change Management techniques that yield sustainable results at the speed of business.
Wednesday, March 8, 2017: Mergers, Acquisitions, and Divestitures: Strategy and Execution (1:00 - 4:00 PM)
It seems that each week, we learn about businesses that have completed mergers with or acquisitions of other companies, or have been engaged in merger, acquisition or divestiture discussions. The area of business development is a key component of a company's portfolio management process, and HR leaders play an important role in its strategy and execution. During this session, we will hear from line and HR leaders and learn about the critical elements of HR's role, to include the following:
- Reinforcement of HR's role as a Strategic Business Partner - the need to be knowledgeable about the Company's strategy overall, plus their supporting Business Development strategy.
- HR's Role in Due Diligence - assessment of Comp and Benefits programs and costs, key employee retention, employee/labor relations, culture, and synergy expectations.
- HR's Role in Integration - the critical piece of what happens once the "deal is done," including, communication, HR process integration and employee retention.
- HR's Opportunity - change management leadership and facilitation.
Thursday, April 27, 2017: Managing the Executive Compensation Process (9:00 AM - 12:00 PM)
Supervising and managing a company's executive compensation programs can be one of the most complicated and risky responsibilities of a human resources professional.
This program will give you a hands-on, inside view on how to best navigate these complexities and how to best navigate these risks. You'll hear from both outside providers, executive compensation experts and human resource professionals who directly manage complex executive compensation arrangements so you can help manage your own company's executive compensation programs. Attendees will hear about the many obstacles to successfully managing executive compensation including:
- A technically complicated subject matter that often times requires specialized expertise (409A, 162M, Black-Scholes, Pay-Ratio disclosures)
- Involvement of many outside professionals (e.g., attorneys, accountants, executive compensation consultants) thereby complicating the project management end of executive compensation.
- One of the highest externally visible human resources functions (e.g., the executive compensation of public companies are subject to public disclosure)
- Impact on the highest levels of the organization, including the company's C-suite executives and the Board of Directors.
Thursday, April 27, 2017: CEO and C-Suite Succession: the Critical Role of HR (1:00 - 4:00 PM)
CEO succession is a business continuity issue vital to the success of every company. Most companies admit they allow insufficient time to properly develop internal candidates before a transition occurs. CEO succession planning is a continuous and dynamic process which takes years, not months. While CEO succession planning is the responsibility of the Board of Directors in most organizations, Human Resources plays a vital role in the process. From assisting the Board in developing a process (if one does not exist) and partnering with the Boards throughout the process, to identifying, developing and coaching candidates, to managing the external executive search process, the Chief HR Officers and their teams interface with all the key stakeholders, and must be prepared to provide guidance and manage the process efficiently. Hear insights and lessons learned from CHROs who have been involved in CEO succession planning and CEO searches, including:
- How to partner with Board of Directors to develop a succession planning process.
- Creating future CEO success profiles.
- Addressing leadership competencies and candidate development plans.
Thursday, May 18, 2017: Board Dynamics and Governance: The CHRO Role (9:00 AM - 12:00 PM)
The role of CHRO is becoming increasingly more important to company Boards of Directors. In addition to companies seeking more senior HR Leaders to join their boards, the interactions between the sitting CHRO and board are expanding and expectations are growing. This capstone session will explore several of the topics covered in previous sessions from the view of the board, as well as firsthand insight from Board of Directors on what they believe is required to be fully successful as a CHRO. Participants will be able to ask specific questions of current and former board members about their expectations of the HR function, now and moving forward, in order to be better prepared for this important aspect of the CHRO role. The program will also cover:
- The broader topic of Board dynamics.
- The importance of a healthy board and management environment.
- How to manage obstacles or significant change.
- Insights of companies that have been acquired, merged with another company or experiences a transformation - and the critical role of the CHRO during those times.
Thursday, May 18, 2017: NEW - Program Closing Next Steps: Managing Your Career Before it Manages You (PM Session)
**Graduation Ceremony and Dinner will follow this program.
High performance individuals do not just let their career happen to them...they take control and manage their careers before their careers manage them! The typical linear career involves doing a great job in the HR function and waiting/hoping to be promoted. Can you influence that process and at the same time prepare yourself to be an outstanding CHRO? We'll share ideas and experiences that show that you can influence your career's journey. In this section of the program, we will cover the following:
- The typical linear career versus others including non-linear, multi-functional career paths
- Setting goals for your career balanced with your life goals
- How to reflect and uncover the possibilities
- Resources that are available to help you (mentors, coaches, books, etc.)
- Living a balanced lifestyle as an example to your employees
- The CHRO's legacy...how do you want to be remembered?
- Planning for "Future you" ...what's your next-next? How do you get ready for phase 2 and 3 of your career journey? Not one retires anymore!
How do I get there from here? Let's talk about the possibilities and share valuable experience that will help lead to a fulfilling career as an HR leader.
*Schedule and locations are subject to change.
The Future Leaders program has been approved for credit through the HR Certification Institute (HRCI) toward PHR/SPHR/GPHR recertification as well as professional development credits (PDC's) through SHRM toward SHRM-CP/SHRM-SCP certification.