Enhance Your Skillset: Join CLA’s LEAD HR Council
Invest in yourself and your organization by joining one of CLA’s LEAD HR councils. Each LEAD (Learn, Engage, and Develop) council meets nine times between September and May. During these three-hour sessions, you will learn from and engage with peers in your community and develop skills to address human resources issues.
Councils convene virtually and in select Wisconsin locations (Wausau, Green Bay, and Fox Cities), and each session is led by a member of CLA’s human resources consulting team.
Thomas is a great facilitator. He has the passion for this information, and he is there to help us. He gets the whole group included in the discussion. He wants your opinions. We get so much material, and I bring that information back to my leadership team and apply it to our work Kathy Meidl, Vice President/Human Resources Director
Why Join the Council?
Leverage the knowledge of your peers and CLA’s HR professionals in a confidential, non-competitive setting. By joining the LEAD HR Council, you will gain the opportunity to grow in your career in several ways.
1. Apply HR fundamentals in real time. Rather than sitting at a desk listening to a lecture, you’ll engage in hands-on learning, which you can immediately begin to apply in your workplace.
2. Bring resources back to your workplace. Participants electronically receive all of the research, PowerPoints, and handouts from each session. If you choose, you can use these resources for presentations in your workplace.
3. Grow your professional network. Participants regularly interact with each other outside of session to share best practices and gain valuable insight from similarly-positioned professionals in other organizations.
4. Interact with professionals outside of HR. Participants in LEAD are not necessarily HR professionals. Many business owners, controllers, operations professionals, and leaders join the council to develop their leadership abilities.
LEAD HR Council is a great support group for HR people. As a group, we connect well and there is mutual trust and respect for each other. It’s more than just learning, it’s an idea sharing, feedback session. I look forward to our LEAD HR Council sessions because our facilitators keep us thinking. Becky Weiland, Human Resource Manager
Two Council Levels Available
Our two council levels cater to professionals new to HR, and those who know the basics and are looking to develop their strategic thinking.
Our standard-level council sessions are designed for those who would benefit from a peer group focused on understanding and applying HR fundamentals within their organization.
Topics will include tactical HR and compliance issues to help participants understand the relevance and impact of HR on their business. Sessions will leverage a combination of presented materials and the shared experience and perspectives of participants.
Our upper-level council sessions are designed to engage business professionals in the critical thinking necessary to better understand how to approach strategic actions supporting a strong workplace culture. Members will receive perspective, direction, tools, and support from CLA professionals as well as other group members.
Topics will focus on strategic HR issues that have wide business impact. Members will walk away with the knowledge necessary to develop an action plan for their business.
Annual fee: $1,295 (Early bird discount: $100 if enrolled before August 21, 2020.)
Experienced Level: 2020-2021 Topics and Timelines
|Effectively Coaching Others||What does it take to be considered an effective coach? As leaders, we are challenged to coach and provide direction without necessarily telling others “what to do.” This session walks through the essential characteristics of effective coaching and provides a framework for approaching successful coaching.|
|Numbers Side of Human Resources (HR)||
Human Resource practitioners need to speak the language of business, especially when it comes to quantifying their contributions. This session focuses on how to measure and share the “numbers side” of HR.
| Compensation Philosophy:
|Aligning compensation objectives with business goals is a key initiative for progressive organizations. There has to be leadership alignment on philosophy, language and design. This session provides insight, guidance and best practices for defining and implementing a compensation philosophy that answers the questions: “How do we approach pay?” and “How do we engage and retain top talent?”|
Employee Satisfaction: Collecting, Measuring, Reporting and Follow Through.
|Every organization strives for employee satisfaction, but how is measured? This session leads participants in the ways that leading organizations define and measure their level of workplace satisfaction.|
|January*||Leave Bermuda Triangle:
Family and Medical Leave Act
(FMLA), Americans with Disabilities Act (ADA) and Workers Compensation (WC)
|Time off for FMLA, ADA and/or WC, creates coordination issues. The impact of complying with one law can create a domino effect for complying with the other(s). This session walks through the requirements and impact of managing leaves across each type of leave.|
|February||The Trusted Advisor: Successfully Transitioning from Connection, to Collaboration||How would you describe the strength of your relationships with peers? The ability to influence those around you takes skills, confidence, time and the opportunity to connect. This session allows participants to learn, understand and practice how to grow their influence from connection, through collaboration to contribution.|
|March||Redefining the Performance Appraisal||Effective companies link performance feedback to organizational, departmental or role specific priorities. This session provides guidance around how performance appraisals can contribute to the improved alignment of talent and business results.|
|Influential leaders often find themselves in difficult conversations with senior leaders. This session focuses on providing tools, techniques and role playing opportunities to develop and practice ways to have those conversations.|
What to assess to define HR “Health"
|Regardless of the size of an organization, the ability to assess the demands on HR is critical to business growth. This session provides insight on how to assess nine areas of HR and better understand where focus needs to be spent.|
* = Denotes guest facilitators planned.
Dates and locations
|Location||Meeting Days||Meeting Times|
|Virtual||Second Thursday of the month||8:30 – 11:30 a.m.|
|Green Bay – CLA Office (Virtual through 2020)||Second Tuesday or second Wednesday of the month||8:30 – 11:30 a.m.|
|Wausau – CLA Office (Virtual through 2020)||Third Tuesday of the month||8:30 – 11:30 a.m.|
|Appleton – CLA Office (Virtual through 2020)||Third Wednesday of the month||8:30 – 11:30 a.m.|
Foundation Level: 2020-2021 Topics and Timelines
|HR 101||Gain an understanding of key laws, terms, and best practices as a person responsible for Human Resources. This session is a high level overview of what it means to work in the HR field and sets the stage for the rest of the year in LEAD HR Council.|
|Recruiting & Retention||Employment recruiting and retention is evolving. This session covers best practices and tactics on how to brand your opportunities and promote your recruiting needs in ways that gets noticed.|
|Onboarding & Orientation||Once a person is recruited and hired, they have to be successfully onboarded! This session covers the modern ways and steps businesses use to connect, prepare and retain new employees through a quality orientation process.|
|Employee Engagement and Morale||Engaged employees, who are proud of their workplace – the key words for any business leader. These two areas are the hallmarks of a successful organization. This session covers tools and techniques for knowing when, why and how to actively engage and connect with employees.|
|January*||Building an Effective Handbook||Written policies can support a growing, healthy business. Members will look at essential tips, language and approaches to the design of handbooks in light of the current employment laws and climate.|
|February||Performance Management Systems||Employees want (and should receive) feedback, yet there are times when feedback is not done on a timely basis - maybe not even at all. This session engages members in learning about the components of an effective performance management process and provides a framework for building a framework.mployees want (and should receive) feedback, yet there are times when feedback is not done on a timely basis - maybe even at all. This session engages members in learning about the components of an effective performance management process.|
|March||Total Rewards||Employers can’t compete on pay alone – they have to communicate more value. Finding quality talent can be difficult and retaining it even harder. This session looks at the other forms of compensation that employers provide – and employees sometimes forget about.|
|April||State & Federal Compliance||Legislation abounds and you are responsible for complying with it. Regulations evolve with courts render decisions that interpret laws. Members will look at many of the federal and state laws and how they interact and impact their business.|
|May||Documentation and Termination||We hear it all the time, “Document, document, document!” But how much is the “right amount?” When is it really necessary to document? This session provides guidance on the essentials of documentation in order to understand the answers to those questions.|
* = Denotes guest facilitators planned.
Dates and locations
|Location||Meeting Days||Meeting Times|
|Green Bay – CLA Office (Virtual through 2020)||Second Tuesday of the month||1 – 4 p.m.|