Enhance Your Skillset: Join CLA’s Wisconsin 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 in select Wisconsin locations (Wausau, Green Bay, and Sheboygan), 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
Experienced Level: 2019-2020 Topics and Timeline
|September||Employee Benefits: Essential and supplemental coverage trends||This session provides a comprehensive look at health benefits design trends. Emphasis will be placed on identifying the latest “fringe” benefits being offered to stay competitive and improve retention.|
|October||Confronting Workplace Emotions||
Technology is changing how we interact and that “instant” connection can contribute to additional emotions in the workplace. This session discusses how to more effectively respond to conflict, dysfunctional behavior, and workplace emotion.
|November||The Human Resource (HR) Value Proposition||Business leaders benefit from a trusted HR advisor and business partner with a “seat at the table.” This session discusses and defines how HR’s can set, communicate, and measure critical priorities that support business results.|
Worker's Comp: Case Management Diligence
|This session discusses the tips and techniques to effectively manage claims, support the employee, and collaborate with carriers, following a work-related accident or injury.|
|January||Employment Related Legal Trends||This session will discuss relevant employment case law related to properly approaching ADA reasonable accommodation requests.|
|February||Meeting Facilitation: Confronting Meeting Dysfunction||This session teaches techniques in preparing, leading and/or facilitating successful meetings. Participants will learn techniques for dealing with distractions and disruptions that jeopardize meeting effectiveness.|
|March||Business Processes and Policies: The Right Amount at the Right Time||As businesses evolve, leaders need to maintain a consistent, disciplined approach, without creating unintentional bureaucracy. This session educates participants on the ability to recognize when policies and/or procedures are needed, how to write them, and communicate them.|
|April||Interviewing Techniques and Testing||Recruiting and selection can be difficult in light of today’s tight, competitive labor market. This session covers interview techniques and the use of assessments in support of identifying candidates matching company culture.|
|May||Business 2020: Transparency, community visibility, and pride.||As it relates to their “employment brand,” businesses are under pressure to: (1) be transparent, and (2) stay visible in communities. Participants will learn about the definition, impact and approaches to transparency, while also discussing ways to showcase their workplace in the community.|
Foundation Level: 2019-2020 Topics and Timeline
|September||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.|
|October||Recruiting & Retention||Today’s employment climate is tighter than ever. This session covers tips and tactics to identifying and publicizing your company’s recruiting needs in ways that gets responses.|
|November||Onboarding & Orientation||Once an applicant is identified and hired, the person has to be successfully on boarded! This session covers the critical steps necessary to ensure proper documentation for new hires and explores the components of a quality orientation process.|
|December||Employee Engagement and Morale||Engaged employees, who are proud of their workplace, are the hallmarks of any successful organization. This session provides tools and techniques for knowing when, why and how to 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 current case law and NLRB positions.|
|February||Performance Management Systems||Employees 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 today are finding it difficult to retain talent on the basis of base pay alone. This session looks at the other forms of compensation that employers provide – and employees sometimes forget about.|
|April||State & Federal Compliance||New regulations are being signed into law and courts render decisions, providing interpretations of laws. Members will look at many of the federal and state laws and how they interact and impact their business.|
|May||Documentation and Termination||Good documentation is essential to employment decisions, especially those involving terminations. This session covers the process flow of a termination, including the documentation necessary.|