Senior Human Resources Executives continue to face challenging times as staffing levels are adjusted, employee benefits become more complicated and costly, and countless new rules and regulations are enacted and implemented. How can HR become a truly strategic partner to the CEO? How do senior human resource executives ensure that their company attracts and retain top-level talent, remain compliant and achieve these goals in a cost-effective manner?
Senior Executive Network has networks for senior human resource executives manufacturing and architecture/engineering industries. We place human resource executives into groups with peers in their industry (who are not direct competitors) who have the same job responsibilities and comparable levels of complexity.
Each peer group is professionally facilitated which allows members to exchange expertise, benchmark operational metrics and discuss current and future industry trends.
Find Out More About Our Human Resources Peer Groups
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For me SEN provides a great format where I can gain a lot of real-life HR practices, advice and information in a short amount of time.
- Rebecca Lencho , HR Manager at Rockline Industries
Recent topics chosen by the membership for analysis and discussion include:
- Health Care Cost Reduction Strategies
- Employee Recruiting/Retention Best Practices
- Succession Planning Best Practices
- Building a People Strategic Element to the Company’s Strategic Plan
- Incentives for Attracting/Securing People in Key Spots
- Developing Future Leaders
- Managing Growth and Scaling an Organization for Growth
- Positioning HR as a Strategic Partner to the CEO/Managing Partners
Manufacturing HR ExecutivesNovember 15 & 16, 2018 - Dallas, TX
Architecture/Engineering HR ExecutivesOctober 4th & 5th - St. Louis, MO
Here’s what a few of our members are saying about SEN:
As a standalone HR leader SEN is a valuable way to keep up with changing trends and state of the art programs. There is tremendous idea sharing at meetings and the ex-officio session allows us to focus on particular individual issues we are dealing with. Outside of group meetings, whenever I have a challenging issue it is great to email the group for a broad range of potential resolutions.
- Bruce Ennis, Vice President Human Resources at Bigelow Tea