INDUSTRIAL RELATIONS CENTRE
Professional Development Training
A Unique Program for Mid-Career HR and LR Professionals
Advanced Human Resources
Queen’s IRC
evidence-based
and practitioner-centered
programs give HR business
professionals the skills they
need to lead change in an
evolving global economy.
Having a solid grounding in the functional areas of traditional HR, such as compensation or recruitment
and retention, is now just the price of admission. To really make your mark and have a measurable and
recognized impact, you as a human resources and labour relations professional need a deeper tool kit.
As one of Canada’s most respected and specialized management development units, Queen’s IRC has
developed a new program that will help you go far beyond transactional mastery.
In the unique Advanced HR program, learn how to pull on key HR levers and make adjustments within the
HR function for greater impact in the larger organization.
The program’s curriculum has been validated by both scholarly and professional research. It incorporates the
ground-breaking work by David Ulrich and others, that identifies the knowledge and abilities that people
management practitioners require now and in the coming years to be credible and valuable contributors.
Essentials
3 Days
Date, & Location
November 16 to 18, 2015: Calgary May 10 to 12, 2016: Toronto
You must have a CHRP/CHRL designation or equivalent experience to be admitted to this program.
Please refer to our website, irc.queensu.ca for the latest information on venues. Fee: $3,595
Who Should Attend
HR and LR professionals with at least three years experience managing an HR department or functional specialists, as well as a CHRL/CHRP designation or equivalent profile
Takeaway Tools
A copy of HR From the Outside In: Six Competencies for the Future of Human Resources, by David Ulrich et al
AHR 400 3 Credits
Transforming Knowledge into Action
This program promises:
■
An understanding of HR’s role in building sustainable organizational capabilities
■
Easy-to-integrate insights that will help you understand larger business forces and forge key partnerships
■New skills to build your personal and departmental credibility
■
Diagnostics to identify organizational blockages that need to be confronted
■
A plan to integrate your personal strengths and affinities with organizational needs
■A proactive approach to managing your career in people management
“Advanced HR will help you learn new ways
to add value to your organization while you
develop a personal career road map.”
Paul Juniper
Director, Queen’s University IRC
a) You as a Credible Activist
What does it take to move into a business
sup-port role? How does a highly skilled HR
Special-ist build trusting relationships with the business
units they support? This module focuses on
what it takes to work from the “outside in” with
a business unit, understanding how unit leaders
think about the business and what’s important
from their perspective. Take away a plan for
building credibility with your business unit.
b) You as an HR Innovator and Integrator
Moving into a business support role means
learning to look at the unit as a whole. What
HR support does the unit need, and what is
your role in understanding, integrating, and
interfacing where appropriate? Participants will
create a learning plan to build their capabilities
in understanding when and how to leverage all
facets of HR in supporting the business.
Learn. Design.
c) You as Capability Builder
Advanced HR practice requires the ability to
work at the intersection of culture and leadership
development. This unit focuses on the HR
leader’s role in culture and organizational
capability building. Discussion will focus on
how the HR leader can significantly influence
culture through leading the talent development
efforts of the organization.
d) You as Strategic Positioner
Success as a senior level HR practitioner requires
an absolute understanding of the external
customer and how the organization’s
understand-ing of that customer frames the entire context for
strategy. Participants will be introduced to a
model for understanding that framework and
how understanding the work requirements of
various levels of the organization strengthens
the strategic position.
Implement.
Value-added components
Before the program, you will be given a template
and learning objectives that will guide your
pre-session and post-session conversation with
your sponsor/supervisor.
You may take an optional exam at the end of the
session to receive Queen’s IRC certification.
Interactive Learning
Learning Beyond the Classroom
Our learning programs are focused on your
growth:
■
Opportunities to network with high-level
colleagues from across the country
■
Coaching from internationally-renowned
facilitators with real-world experience
■
Skills and strategies that directly apply to work
environments
■
Experience-based programming to test theories
and ideas
■
Mentoring beyond classroom sessions
Participants will engage in a group learning environment with significant opportunity to reflect on, and plan for, the changes currently taking place in their own organization.
Sandra L. Cardillo (Lead Facilitator)
Sandi is president of Conrad Associates based in Omaha, Nebraska. She consults with both profit and not-for-profit organizations applying accountable management principles in structuring, talent management and improved managerial practices. Sandi is well respected for her ability to simplify complex principles and practices for mid-level and front line managers through her teaching and consulting style.
Sandi has been vice-president of human resources and director of human capital development for a major national financial services organization. She has presented at national and international conferences on topics including managerial leadership, talent management and using accountable management principles in managing process change. Sandi earned both Bachelor's and Master's degrees from the University of Nebraska, and currently teaches in their Executive MBA program. She is a Fellow of the Global Organization Design (GO) Society and a Certified Coach Practitioner.
Wynne Chisholm
Wynne is principal consultant of Wynne Chisholm and Associates, a management consulting firm based in Alberta that specializes in building organizational capability. Wynne creates and implements people strategies/practices that align with her clients' strategic direction and contribute to positive business results. Service areas include organization effectiveness, executive coaching, strategic human resource management, capability building, meeting design and facilitation. Wynne's clients are drawn from North America, the UK, and the Netherlands.
Wynne's practitioner experience is substantial. She was vice-president, human resources (and administration) for Trizec Properties Ltd. and has had HR management duties at North Canadian Oils, Southern Alberta Institute of Technology, and Credit Union Central of Alberta. Wynne is a life member with the Institute of Certified Management Consultants of Alberta and a shareholder and senior associate with the Calgary Stampede. She is also co-owner of W. A. Ranches, a commercial cow-calf operation just outside Calgary.
Alison Crozier
Alison is a strategic human resources leader with extensive experience creating talent development, sales enablement, and customer experience solutions acquired through a combination of consulting and corporate experience. She is recognized for creating and executing strategies that enable the business to increase sales, improve speed to performance, and realize operational efficiencies. Alison has worked with global and national companies across a variety of sectors, including retail and consumer goods, banking, technology and telecom, pharmaceutical, and automotive. She holds a Master of Education degree and a Bachelor of Commerce (Hons.) degree.
Facilitators and Speakers
Paul Juniper
Paul Juniper, MA, CHRL, SPHR, became the Director of Queen's University IRC in 2006. Paul is a leading and respected figure in Canada's HR community, with over 30 years of experience in human resources and association leadership. Paul was an interim CEO of the Human Resources Professionals Association of Ontario (now known as HRPA), President of its Board, and was instrumental in the adoption of a degree requirement for certification in human resources.
Paul’s research focuses on the state of the HR profession both in Canada and around the globe. He speaks regularly at national and international conferences on trends in human resources, and the ways in which individuals and their organizations can continue to raise the bar on HR. He developed and designed the Queen’s IRC's Advanced HR programming to meet the increasingly complex professional development needs of HR practitioners. He teaches on the Advanced HR, Strategic Workforce Planning, Linking HR Strategy to Business Strategy and Building Trust in the Workplace programs.
Diane Locke
Diane is a senior partner at Ellis Locke & Associates, a Toronto-based human resource management consultancy. She has more than 20 years experience in the areas of executive assessment, leadership develop-ment and talent managedevelop-ment, including both internal and external consulting roles.
Diane has worked with best in class organizations to design, develop, and implement succession planning and talent management processes. She has been actively involved in the use of assessment tools and strategies to identify and develop high potential. She has provided training, coaching, and consulting services to a broad range of organizations in the public and private sectors.
Prior to becoming a consultant, Diane created and led the Leadership Effectiveness Department at American Express. In addition, she has worked as a professional development specialist at Scotiabank and as a senior associate in one of the premier HR consulting firms in North America.
Diane obtained her Masters Degree in Psychology from the Adler School of Professional Psychology and holds an Honours Bachelor of Business Administration Degree from Wilfrid Laurier University.