Media and other critics claim that HR leaders have been ineffective at best and complicit at worse. HR business partners face unique challenges when dealing with their business leaders on issues of sexual harassment. How should HR push back when their concerns or recommendations are dismissed or ignored by business leaders? How do HR business partners gain credibility in the eyes of business leaders to be partners versus being viewed as placing obstacles to business success? By developing a strong foundation as a trusted advisor with your business leader and being aligned with business outcomes, HR business partners can learn to deal with tough issues with courage and confidence and to be a business-critical partner to help shape the workplace culture and achieve strong business results. Through this program, HR business partners will get experience firsthand with real-world case studies. They will explore the issues and solutions experienced by high-profile organizations and engage in an interactive learning experience with participants from other organizations.
Participants will -
- Leverage culture for strategic business transformation: Identify their organization’s workplace culture challenges/opportunities and learn how to create a leadership initiative with senior leadership and other business stakeholders to build the business case for improvements that support the organization’s strategic direction and long-term goals and improve business outcomes.
- Identify behaviors that support or diminish HR’s reputation in the workplace. Design a pathway for HR to build trust and credibility with employees and senior leaders, which can serve as a coaching guide for all departments for building leadership trust.
- Develop courage to pushback and advise senior management of organizational risks and conflicts of interests: Analyze real-world case studies and build the business case that aligns hard decisions of termination or zero tolerance with the organization’s strategic direction and goals, supported by data and evidence.
GRANT OSBORNE works with Ward and Smith, P.A. and his practice experience of more than 30 years encompasses numerous aspects of labor and employment law. He provides counsel to clients in the health care, financial, hospitality, construction, business services, and non-profit sectors. Mr. Osborne represents clients in state and federal courts as well as administrative agencies. He regularly advises employers of all sizes and litigates civil cases regarding all forms of employment discrimination, wrongful discharge, unlawful retaliation, contractual issues, personnel policies and practices, and wage and hour issues. Mr. Osborne also has advised and represented employers with respect to their rights and obligations arising under laws pertaining to collective bargaining and labor unions. Mr. Osborne served as the Chairman of the North Carolina Bar Association's Labor and Employment Law Section 2015/6. He is a graduate of Duke University & Duke University School of Law.
LYNN BRAILSFORD, President of Brailsford Consulting, LLC, is a consultant, facilitator and executive coach. For 20+ years, she has helped people and businesses navigate the challenges of managing change and cultivating the spirit of what makes coming to work worthwhile. Lynn has helped to improve the performance of premier breweries such as Highland and Sierra Nevada Brewing, and Fortune 500 Companies such as JPMorgan Chase, Colgate-Palmolive Co., Merrill Lynch. Before consulting, she was President and COO of Salon Development Company with offices in East Hanover, NJ. Before that, Lynn was VP of Training and Development for Chase Manhattan Private Bank. She is currently President-Elect for NCSHRM. She holds an undergraduate degree in Psychology & Sociology from Fordham University and a graduate level Diploma in Training and Management Development from New York University.