1.5 Strategic/General Recertification Credits
Partner: One associated with another especially in an action (Miriam Webster). It has been more than 15 years since Dave Ulrich introduced the concept of the HR Business Partner as a future model for impactful HR. At its core, the HR Business Partner represents a function integral to & imbedded in the organization, at the business unit level in large organizations or small. It doesn't have to "align" because it is already "part of." And yet, almost two decades later, few of us bear the title or have organizational structure that reflect that kind of integration.
The good news? It is about YOU, & your skill set, your contribution - more than the title or the reporting relationships. Query most HR leaders who found the way to the much lauded "table" & they share a common path - whether they had the title or not, they operated as partners - from the beginning.
What are the skills of a successful HR Business Partner? Analytical ability, accountability systems, courage, ability to see the big picture, power & influence, to name a few. And most importantly, a focus on solutions & results from the organization's point of view.
About the Presenter
Danika Davis, PHR, CEO, NCHRA
Danika Davis has held HR positions to the senior management/officer level in a variety of industries for the better part of two decades. Areas of professional HR responsibility have spanned the full spectrum of all HR related disciplines, with a deep focus in total rewards, organizational effectiveness, employee relations, union negotiations, strategic alignment, leadership development & internal/external communications. In October, 2005, Davis took the role of CEO for the country's largest regional HR association, the Northern California HR Association, where her focus is client service, long-term organizational sustainability & growth, & advancing both the profession of human resources & the careers of those who have chosen it.
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General: $35 / NCHRA Members: $0.