Intro

What does a CHRO do?

Human capital expert

Monitor external influences

Talent Strategy Creator

Challenging the status quo

Be a trusted counselor

Requirements and qualifications to become a CHRO

How to become a CHRO

Outro

Corporate Boards

Executive Comp

Early Career Leadership Program

General Executive Leadership Team

Manage Your Own Function and Still Be a Member of the Leadership Team

Lessons from the Pandemic

Interacting with Your Employees

Finding Candidates

How Do We Deal with this Desire of Employees To Have a Different Kind of Relationship with Work

Important Skills for Hr Professionals Is To Have Courage and Good Judgment

Intro

IBM's business model

How do you learn as you go into those businesses?

The Great Reevaluation

HR's role in supporting managers

Diversity, equity, and inclusion at IBM

Transparency and accountability

Accountability

Managing potential conflicts as a CHRO

Closing Remarks

Know the Business

War on Talent

War on War for Talent

Total Human Capital Expenses

Globalization

Something That Hr Leaders Should Be Doing To Really Maximize this Attention

Hiring People

Chro or a Generalist

The Leadership Team

Trust and Respect

Intro

Aligning workforce planning

Compensation surveys are too little, too late

The business case for caring about broader stakeholders

The impact of economic downturns

Analytics in HR

The challenges of remote work

How remote work affects leadership opportunities

Onboarding remote employees

Closing Remarks

Susan Peters

Coaching

Talent Development

What Is the Next Level of Expectation around People and Leaders

Role as an Executive

Your Interaction as a as a Member of the Executive Team Coming from the Hr Perspective

The Coach to the Rest of the Team

Intro

The journey from change analyst to CHRO

Three key elements to help you on your way to becoming a CHRO

Key areas HR professionals need to master if they want to become an HR leader

A word on employee engagement: How to find out what makes people tick

How to become a holistic HR professional

Five key competencies for future CHROs

Stakeholder management in a hybrid/remote reality

The role of the CHRO in 2022 and beyond

Three important elements of bringing about organizational change

The kind of people to surround yourself with in your team

Epic fail

Epic win

Key findings and pivot points

The five pivot points for the future of the CHRO role

The 5 pivot points are the enablers to deliver the 6 imperatives

The importance of a strong CHRO - CFO partnership

Introduction

Why a strong relationship with the CFO contributes to the success of the CHRO

How the CHRO - CFO partnership plays out in the organization’s decision making

Establishing a strong partnership with the CFO (as a CHRO)

What doesn’t work in a CHRO - CFO partnership

Crucial skills for CHROs (believe in the role that you play!)

Why HR isn’t the ‘soft’ side of the business

Helping leaders & managers16:08 - Executive development for CHROs: start with being a great business leader

Make sure you have a handle on the most important needs at that time

Good CHROs read widely and see across the business

Narelle’s biggest lesson when she first moved into a CHRO role

CHROs moving into other C-suite roles: will this attract different talent to HR?

The biggest cliché about HR is that it does the ‘soft stuff’

Epic fail

Epic win (listening tip!)

Being Expert and Efficient

Diversity and Inclusion

Why that's Important for Your Organization

Deliver Health Care at the Bedside

Food Subsidy

Ryzen Renew

Flexibility

How Do You Create Keep that Culture Going When You Have Such a Big Remote Workforce

Ceo Succession

What does the return to work look like at Itiviti?

How are you staying up to date with COVID rules in each location?

How are you aiding the return to work and what changes can employees expect?

Karoline's unconventional journey into HR

Converting back-office HR to a front-facing function

How did the HR team react to your new role?

How Karoline's vulnerability and supportive team led to her success

Advice for others looking to start a role in HR

Qualifications or experience: what's more important?

How Karoline's focus changed with the acquisition

Karoline's hopes for new and better systems from the acquisition

How Karoline built the system she needed but not without challenges

What was the personal impact of laying off employees early in your career?

How did your previous experience in business help you in your role as a CHRO?

HR Leaders Quick Fire Round

Karoline's parting advice for you

What Are the New Competencies That You Need in Hr Professionals

Hrs Role in Creating a Culture That Encourages People To Find these as Opportunities as Opposed to Threats

Where Should Hr Be Involved

Hr Professionals Take the Lead When It Comes to Succession Planning

Intro

Priorities as CHRO

What new capabilities do you need?

What are the skills that you're looking for now as people begin their HR profession?

How does HR work with the supply chain?

How can HR drive a culture that leads to winning in the marketplace?

Thoughts on boomerang employees

What works in one company does not necessarily translate into another company

Where is promotion from within strongest?

Closing Remarks