Strategic HR Management

Stop being seen as just an administrative function. Master the strategic frameworks that position HR as a business partner and competitive advantage—workforce planning, retention strategy, performance systems, and the metrics executives actually care about.

Delivery Options:
In Person Virtual On Demand
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46+ YEARS
Employment Law Training
|
80,000+
Certificates Earned
|
PRACTICING ATTORNEYS
Not Academics

Build Strategic HR Capabilities That Drive Business Results

Strategic HR Management is 2.5 intensive days where you'll master the frameworks that transform HR from administrative function to strategic business partner—workforce planning, retention strategy, performance systems, and the metrics that get you a seat at the leadership table.

What Sets This Program Apart

  • Complete strategic HR framework – Workforce planning, talent acquisition strategy, retention & engagement, leadership development, performance management, compensation strategy, and HR analytics
  • Real-world application – Work through strategic workforce challenges, retention crises, performance system design, and the business problems you'll face as an HR leader
  • Expert instruction – Learn from senior HR leaders and practitioners who have built high-performing HR functions and earned seats at executive tables
  • Professional certification – Earn your certificate plus 16.75 SHRM/HRCI continuing education credits
  • Benefits beyond the classroom – Your investment includes quarterly legal updates, faculty access, and alumni resources that keep you current year-round. View participant benefits →
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What You'll Master in 2.5 Days

Master the sophisticated labor relations, discrimination defense, and employment law strategies that set your organization apart. Each block delivers specialized expertise you can immediately apply to your most pressing challenges.

The Strategic Role of HR in 2026

Elevate HR as a business risk manager and culture architect with metrics leaders trust.

Foundation

HR metrics that executives actually listen to

Report leading indicators tied to revenue, cost, and risk.

Advanced

HR as business risk manager + culture architect

Integrate legal, financial, and cultural risk into business decisions.

Advanced

Workforce planning in a skills-based economy

Forecast and build skills portfolios, not just headcount.

Foundation

Job design for hybrid/distributed teams

Design roles for clarity, autonomy, and measurable outcomes.

Foundation

Skills-based hiring vs credential-based hiring

Source and assess by capability evidence, not pedigree.

Advanced

Employment branding in a candidate-skeptical labor market

Convey proof, not slogans—career growth, flexibility, and impact.

Advanced

Psychological contract in the post-COVID workforce

Reset expectations on flexibility, trust, and development.

Foundation

Internal mobility as a retention strategy

Create pathways and visibility so talent moves before it leaves.

Advanced

Why employees stay (2026 version, not 2016 version)

Prioritize meaning, growth, flexibility, and manager quality.

Advanced

Preventing disengagement before it becomes turnover

Detect risk signals early and intervene with targeted actions.

Advanced

Stay interviews > exit interviews

Use structured conversations to surface fixable issues sooner.

Foundation

Career pathways and succession readiness

Map roles, skills, and readiness with objective criteria.

Advanced

Future-ready skill building (not just training)

Deliver practice, projects, and coaching that change behavior.

Advanced

Manager capability as retention lever

Equip managers to set clarity, coach well, and build trust.

Advanced

Realigning underperformers without turnover spikes

Use fair plans and supports that improve results quickly.

Advanced

Measuring value, not tasks

Define outputs and impact to replace activity metrics.

Advanced

Continuous feedback vs annual ratings

Adopt light-weight, frequent touchpoints that drive growth.

Advanced

Performance calibration to ensure fairness

Compare across teams to remove rater bias and drift.

Advanced

Coaching for development vs coaching for documentation

Split growth coaching from compliance documentation cleanly.

Advanced

Pay transparency as a trust-building tool

Use ranges, rationales, and progressions to build credibility.

Advanced

Market pricing in unpredictable labor markets

Blend surveys and real-time signals for resilient ranges.

Advanced

Differentiated rewards for critical roles

Invest more where scarcity and impact are highest.

Expert

Linking rewards to retention, not just performance

Tie incentives to staying power and skill criticality.

Foundation

Psychological safety & leadership credibility

Leaders earn trust through consistency, clarity, and care.

Advanced

Cultural risk ≠ legal risk (but both must be managed)

Track culture signals alongside compliance to reduce surprises.

Advanced

Restoring culture after turnover or change

Rebuild norms with rituals, stories, and visible decisions.

Advanced

Managing dissent, not suppressing it

Channel disagreement into better choices and stronger buy-in.

Advanced

Turning metrics into decisions

Pair data with clear actions, owners, and timelines.

Expert

HR dashboards executives care about

Show few, high-signal metrics tied to outcomes and risk.

Expert

Cost of turnover & ROI of retention

Quantify avoidable churn and returns on retention levers.

Expert

Predictive HR (leading indicators, not lagging)

Build early-warning views of capacity, risk, and demand.

Advanced

Live structured case: build a simplified HR strategic plan

Apply the toolkit in a realistic scenario with feedback.

Advanced

Translate legal compliance → workforce strategy

Turn risk controls into talent, culture, and performance levers.

Advanced

Align HR levers with organizational goals

Connect hiring, development, rewards, and culture to strategy.

Ready to Transform Your Workplace?

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Choose Your Format. Not Your Quality.

In-person, virtual, or on-demand - every program features the same practicing attorneys, current content, and professional credits you need.

Hotel Details

Practicing Attorneys, Not Academics

Learn from employment law attorneys who practice what they teach. Your instructors actively handle union campaigns, defend discrimination charges, and win employment law cases - then share exactly what works in real courtrooms and workplaces.

Ray Deeny, Esq.

Ray Deeny, Esq.

Partner at Taft Stettinius & Hollister LLP

Ray is widely regarded as a dean of labor and employment law, known for his encyclopedic knowledge and unmatched command of workplace regulations. For over 40 years, he has represented management nationwide, blending a powerhouse advisory practice with a formidable litigation record.

Read Ray's full bio →
John F. Wymer, III, Esq.

John F. Wymer, III, Esq.

Partner, Labor & Employment at Thompson Hine LLP

John F. Wymer is a nationally recognized labor and employment attorney and partner in Thompson Hine LLP's Labor & Employment group. With decades of experience, he represents public and private sector employers nationwide in employment discrimination, wage-and-hour, labor negotiations, union matters, ERISA claims, and more.

Read John's full bio →
Wayne W. Williams, Esq.

Wayne W. Williams, Esq.

Founder, Law Offices of Wayne W. Williams

Wayne Williams is a distinguished employment and labor law attorney based in Colorado Springs. As the founder of his own firm, he advises and represents employers on a wide range of issues including employment discrimination, harassment, wrongful discharge, wage and hour compliance, and traditional labor law.

Read Wayne's full bio →
Dawn R. Kubik, Esq.

Dawn R. Kubik, Esq.

Of Counsel, Kubik Workplace & Investigative Services

Dawn Kubik is an employment attorney and founder of Kubik Workplace and Investigative Services and Dawn R. Kubik, P.C. With a legal career spanning since 1997, she has represented both plaintiffs and defendants in employment, personal injury, contract, and insurance disputes, earning a reputation as a strategic, well-prepared, and highly communicative advocate.

Read Dawn's full bio →
Patrick Scully

Patrick Scully, Esq.

Partner at Foley Hoag

Patrick Scully primarily focuses on labor law issues and helps clients successfully navigate complex and persistent claims from international and local labor unions. Patrick's work includes unfair labor practice charges and representation cases as well as federal and state court litigation. He frequently advises employers in collective bargaining negotiations and handles labor arbitration.

Read Patrick's full bio →
Rudi S. Turner, Esq.

Rudi S. Turner, Esq.

Senior Corporate Counsel, White Cap

Rudi is Senior In-House Counsel at White Cap, where she counsels and defends the organization as it responds to administrative agency complaints, potential litigation, and employee lawsuits. Drawing on extensive experience in labor and employment law, she supports leaders and HR professionals in navigating complex workplace issues.

Read Rudi's full bio →
Jacqueline E. Kalk, Esq.

Jacqueline E. Kalk, Esq.

Shareholder at Littler Mendelson P.C.

Jacqueline E. Kalk represents and advises management across industries including manufacturing, construction, crowd-sourcing, and virtual companies. She focuses on independent contractor classification, wage-and-hour compliance, equal pay, and employment litigation, defending clients in state and federal courts.

Read Jacqueline's full bio →
Grant S. Gibeau

Grant S. Gibeau

Partner at Taft Stettinius & Hollister LLP

Grant Gibeau is a partner in Taft's Minneapolis Employment and Labor Relations practice group. Grant's practice primarily focuses on helping employers navigate all aspects of the employment relationship, from identifying workplace best practices and policies, drafting employee handbooks, and vigorously defending against claims.

Read Grant's full bio →
Amy J. Zdravecky, Esq.

Amy J. Zdravecky, Esq.

Partner at Barnes & Thornburg LLP

Amy represents employers across industries including retail, hospitality, manufacturing, transportation, and healthcare. She advises on employee relations, union avoidance, collective bargaining, harassment prevention, and compliance with key employment laws like Title VII, ADA, ADEA, FMLA, and FCRA.

Read Amy's full bio →

✨ Exclusive Attendee Benefits

  • Pre-Program Consultation

    Identify your priorities and customize your learning focus before day one.

  • Professional Credits

    Earn 16.75 SHRM/HRCI credits—more than most HR professionals earn in two years.

  • Ongoing Development

    12 months of quarterly employment law updates keep you current as regulations change.

  • Alumni Advantages

    $300-$500 off all future programs—for you and every colleague you refer.

Pre-Program Consultation

Identify your priorities and customize your learning focus before day one.

Quick Answers

We know you're busy. Here's what you actually need to know.

Within minutes, you'll receive an invoice email. Once payment is processed, you can schedule your complimentary pre-program consultation (10-15 minutes) to discuss your specific strategic HR challenges and identify which topics will have the biggest impact for your organization. Pre-program materials arrive one week before your session starts.
Both formats feature the same senior HR practitioner instructors, current content, and professional credits. In-person provides face-to-face networking with other HR leaders and immediate interaction. Virtual delivers the same live instruction via Zoom with full Q&A capability. Choose the format that fits your schedule. The quality and content remain identical.
The 2.5-day program provides 16.75 SHRM/HRCI credits. Plus, your enrollment includes 12 months of quarterly employment law updates (4 sessions × 1.5 credits each = 6 additional credits), bringing your total to 22.75 credits. That's more than most professionals earn in a year.
Yes. Strategic HR Management is Block II of the full Certificate in Strategic HR Management program. You can take it as a standalone 2.5-day program focused on strategic HR capabilities, or combine it with HR Law Fundamentals (Block I) to earn the full certificate. If you complete this program first, your investment applies toward the complete certificate.
This program focuses on strategic HR capabilities, not legal compliance. While our employment law programs (taught by practicing attorneys) cover discrimination defense, ADA/FMLA, wage-hour law, and litigation risk, Strategic HR Management (taught by senior HR practitioners) covers workforce planning, talent acquisition strategy, retention and engagement, performance management systems, compensation strategy, HR analytics, and the metrics that earn you a seat at the leadership table. Think of it as "HR as strategic business partner" rather than "HR as legal risk manager."
Unlike our employment law programs taught by practicing attorneys, Strategic HR Management is taught by senior HR leaders and practitioners who have built high-performing HR functions, earned seats at executive tables, and solved the exact strategic challenges you're facing. They bring real-world experience from leading HR in complex organizations, not legal theory or academic research.
The program is designed for HR professionals ready to move from tactical execution to strategic influence. If you're currently handling day-to-day HR operations and want to develop the frameworks, metrics, and language that position you as a business partner, this is the right program. You don't need to be in a senior role yet, but you should be ready to think beyond compliance and administration.
Yes. Your enrollment includes all live instruction from senior HR practitioners, complete program materials, 16.75 continuing education credits, pre-program consultation, 12 months of quarterly employment law updates (4 sessions, $1,588 value), permanent access to updated resources, and alumni benefits for all future programs. The only additional cost would be travel and lodging if you choose in-person format.
Yes. Strategic HR Management (Block II) counts toward the full certificate. You can complete HR Law Fundamentals (Block I) at any future session to earn the complete Certificate in Strategic HR Management. Many participants take this strategic block first to elevate their business impact, then return for the legal fundamentals to round out their expertise.
Yes. The program includes a live structured case study where you'll build a simplified HR strategic plan and receive feedback. You'll leave with frameworks for workforce planning, retention strategy design, performance system architecture, HR metrics that executives actually care about, and the ability to translate legal compliance into workforce strategy. These aren't theoretical models. They're the same tools your instructors have used to drive results in their own organizations.

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