Strategic Human Resources Management
Overview
Most HR functions are competent at process and invisible in strategy. The gap is not effort or intent. It is a specific set of capabilities: workforce planning that anticipates rather than reacts, analytics that answer a business question, and the ability to argue a people case in the language the board already uses.
This programme builds those capabilities. It is aimed at HR professionals who are already good at the operational job and want to be in the room when the decisions are made.
Delegates work on their own organisation throughout where possible, and leave with a drafted workforce plan and a business case they can take back and use.
What you will learn
- Translate business strategy into a workforce plan with real numbers
- Forecast capability gaps before they become vacancies
- Build HR analytics that answer a business question, not a reporting request
- Make the financial case for a people investment
- Design capability building that changes behaviour, not attendance records
- Influence at board level without overstating what HR can deliver
- Structure the HR function around what the business actually needs
- Measure the things that predict performance rather than the easy things
Who should attend
This programme is designed for practitioners in the following roles.
- HR directors and heads of HR
- HR business partners
- Talent and OD teams
- Learning and development managers
- Workforce planning specialists
- Senior line managers with people responsibility
Sectors
- All sectors
- Oil & Gas
- Banking & Financial Services
- Government & Public Sector
- Healthcare
- Manufacturing
Programme agenda
From function to strategy
- What separates a strategic HR function from a well-run administrative one
- Translating business strategy into workforce implications
- Strategic workforce planning: demand, supply and the gap between
- Capability forecasting and succession beyond the top two layers
- Organisation design decisions HR should be making
- Workshop: drafting a workforce plan for your own organisation
Evidence and influence
- HR analytics: choosing measures that predict rather than describe
- Building a people dashboard an executive will actually read
- The financial case for a people investment — structure and language
- Capability building that changes behaviour, and how to evidence it
- Influencing at board level: framing, timing and credibility
- Knowing the limits of what HR can honestly promise
- Case exercise: presenting a business case to a finance-led board
Your facilitator
Industry Expert
This programme is delivered by a practising specialist with direct operating experience in the field, selected for the specific cohort. Facilitator details and a full biography are issued with the joining instructions once a session is confirmed.
Certification
Every delegate who completes the programme receives a ForumMinds certificate of completion, issued digitally within five working days of the final session. The certificate states the programme title, the delivery dates and the contact hours completed.
Others in this area
Run this for your own team
This programme can be delivered in-house at your premises and rebuilt around your equipment, processes and case material.