HR’s Role in Facilitating Leadership Development
As Human Resource leaders, one of our primary responsibilities is to foster great talent that builds functional and cultural excellence. It’s important to create a plan that’s strategic, effective and sustainable, as well as have the capabilities to guide the process and its success.
A strategic plan involves effectively developing employees beyond sending them to classes. The right capabilities provide talent management that benefits the individual and the company. This course will explore the factors considered in building a plan and fostering impactful implementation.
Why is Leadership Development important?
Great leaders are able to manage talent to drive the needs of a business. Leadership development is a vital part of integrated organizational processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. Great leaders make great companies.
Good talent has as much positive impact on an organization as bad talent has negative impact. Being in tune with and reacting to both is imperative to the health of a business as well as its growth potential. Employees that are given the investment of development stay with companies longer, are more engaged and productive. As a bonus, engaged and motivated employees have improved morale and less personnel conflicts.
This session will explore how to review, design and drive a Leadership Development program within your organization. We will discuss the challenges and benefits, as well as how to plan and execute your development strategy to support a high-performance organization and best in class employer brand.
Ann Hargraves, SPHR., Principal, Mindset Consulting LLC
Ann Hargraves is a strategic consultant for businesses that strive to leverage the power of their team and talent to achieve growth and financial success. With extensive experience in rapid growth companies going through acquisitions and prosperous sales, she’s an expert in scaling for efficiency and high performance with a keen eye for long term operational sustainability.
She was the Human Resources Director for Kettle Cuisine, manufacturer of handcrafted, small batch, all-natural soups. She built the HR function and processes to assimilate the team with its recent new ownership and readied the company for its next sale a year and a half later. Keeping the manufacturing company union free and continuing to drive growth and value was a result of a clearly defined culture poised for its acquisition of two additional facilities within a year. Ann was a key member of the acquisition team and led the shutdown of a facility in Florida while maintaining production and output throughout the process.
Prior to Kettle Cuisine, Ann was the Human Resources Director for the Keurig Business Unit of GMCR reporting to the President. She designed compensation and benefit programs, learning and development programs, workforce planning, succession planning, employee relations, talent acquisition and talent management, while guiding the business through a merger with GMCR and successive reorganizations of the business. A major focus was working to maintain a strong, rich culture that created a best in class organization and preserved the values as the business grew. During her tenure, the business was consistently recognized by The Great Place to Work Institute and The Boston Globe’s Top Places to Work as an example of best in class programs and engagement.
After getting her start in the hospitality industry, Ann transitioned into a leadership role as an operations VP for a privately held publishing company handling production, distribution, HR, finance and call centers.
With a strong belief and genuine interest in behavior and motivation, Ann puts emphasis on employee engagement and communication as well as leadership qualities present in all employees.
Ann is a public speaker and volunteers her time to non-profit organizations to promote development and financial security to women and families, as well as cancer research and treatment.
Ann received her BS in psychology from Salem State and is an SPHR.
8:00 – 8:30am: Breakfast/registration
8:30am – Program Begins
12:00 – 1:00pm: Lunch Break
4:30pm: Program Concludes
NEHRA Members: $599
NEHRA Registration Cancellation Policy:
Cancellations must be received in writing at least 3 days prior to the workshop in order to receive a refund.
CEU Credits: This program has been applied for 7.5 Credit Hours through SHRM & HRCI