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 connections to achieve organizational and workforce excellence.

6. Strategic priorities and multi-year planning
Create learning and development opportunities that help ensure present and future professional excellence and success.

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

8. Strategic priorities and multi-year planning
Identify emerging human resources and higher education trends and address their impact on the higher education workplace.

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

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

11. Strategic priorities and multi-year planning
Deliver salary research, analysis and reporting resources that 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. Association Member Development: CUPA-HR Learning Framework
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
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
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
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

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!