CUPA-HR Strong – together!

1. CUPA-HR Strong – together!

2. What does it mean to be a higher ed HR leader? How do you define HR leadership in higher education?

3. What does it mean to be a higher ed HR leader?

4. Anticipate • How does leadership impact our strategic success? • Anchor: Leadership 4

5. Mission, Strategic priorities and multi-year planning Our Mission: CUPA-HR is higher ed HR. We serve higher education by providing the knowledge, resources, advocacy and connectionsto achieve organizational and workforce excellence.

6. Strategic priorities and multi-year planning • Createlearning and development opportunitiesthat help ensure present and future professional excellence and success.

7. Strategic priorities and multi-year planning • Proactively influencelegislative and regulatory issues that impact higher education, human resources and the higher education workforce.

8. Strategic priorities and multi-year planning • Identifyemerging human resources and higher education trendsand addresstheir impact on the higher education workplace.

9. Strategic priorities and multi-year planning • Embody a culture of excellence through diversity, inclusion and equitable practicesin order to achieve excellence in higher education.

10. Strategic priorities and multi-year planning • Engage CUPA-HR leaders and higher education human resources professionalsin work related to CUPA-HR strategic priorities.

11. Strategic priorities and multi-year planning • Deliversalary research, analysis and reporting resourcesthat are the benchmark for higher education.

12. Reflect • Acknowledge success • How does our leadership play a key role? • How can we best document and track our continued success? 5

13. Anticipate • How does an emphasis on priorities lead to overall success? • How does an emphasis on multi-year planning make us stronger as leaders and as an association? • How does lifelong learning play a role in strategic priorities, leadership and achievements? 4

14. CUPA-HR Learning framework • Builds a foundation for common HE HR language and practices • Encourages the highest standards of HE HR leadership and development • Is compatible with current HR practices • Can be used on a broad scale – individually, institutionally and association-wide

15. CUPA-HR Mission CUPA-HR Strategic Priorities Association Member Development: Preparing Higher Ed HR Professionals to be Successful TODAY and TOMORROW. CUPA-HR Learning Framework to build HR expertise and professional competency. CUPA-HR Learning Framework • Accessing/Utilizing Knowledge, Information & Technology • Leading the way: The Higher Ed Business Model • Metrics that matter to whom? • Measuring the work & defining what success looks like • Understanding demographics from your own institution • Diversity & inclusion data • Building an HR model for the future • Collaboration & Managing Key Relationships • Working with constituents—focus on them with data • Managing vendor relationships • Asking the right questions • HR Transformation • Process Reengineering & Practice • Insourcing rather than outsourcing • HR technology tools that will help leverage HR work • Making the case for technology investment • Social media/networking • Building & Developing Talent &Your Organization Management • Identifying & Recruiting Talent • Sourcing & recruiting • Workforce planning – principles & models • Mission-Driven Performance Management • Aligning talent (the right people on the bus &in the right seats) • Aligning performance to mission, strategies, goals • Measuring performance & outcomes • Recognition, rewards, strategic retention • Employee & Leadership Development • Career development • Continuous learning • Adaptive leadership • Cultural Architect & Steward • Inclusivity • “Employer of Choice” mentality • Diversity & internationalization of talent & talent pool • Creating conditions that enable employees to perform at their very best • Changing environment & nature of work • 5. Professional Network Key Higher Education HR Professional Expertise & Knowledge: Understanding Higher Education HR Operations (domestic & international) Benefits Compensation Budget & Finance Recruitment Employee/Labor Relations Employee Development HR Data & Systems Risk Management, Compliance & Public Policy Organizational Development & Planning • Building & Developing Self & Others • Self Awareness • Critical Thinking • Relationship Management • Conflict engagement • Facilitation skills • Consulting skills • Challenging established practices • Constructive inquiry • Collaboration • Change Management • Ethics • Communication • Cultural Competency • Diversity, Equity & Inclusion • Establishing Credibility and Accountability • Team Building • Coaching • Leadership • Mentoring

16. CUPA-HR Learning framework Take a few minutes to review the framework. Then, jot down: • Which competencies included in the framework are most important for you? Pick 3 and also note which quadrant(s) these priorities are in.

17. ALP Group activity outcomes

18. Reflect The Learning Framework: • builds a foundation for common HE HR language and practices; • aids in immediately identifying and prioritizing key goals that align with strategic priorities; • establishes direction for developing essential activities (national, regional, chapter, individual); and • aids in creating consistent dialogue for HE HR professionals 5

19. Anticipate In Your Words: • What is most important to your work as a leader on campus? • How can CUPA-HR’s strategic priorities steer you into the direction you want to take? • In what way will the learning framework guide you? 4

20. summary Thanks from your CUPA-HR Board of Directors! • http://www.cupahr.org/about/board.aspx