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Advanced Human Resources Administration for Legal Management Professionals

ALA’s Advanced Human Resources Administration for Legal Management Professionals will focus on the challenges facing HR professionals in private law firms, corporate and government legal departments, and nonprofit and legal aid agencies. This one-day workshop will offer cutting-edge educational sessions representing strategic core areas of human resources such as the business of HR and how it should align with the firm’s overall strategy. Learn how to measure HR metrics that will help turn the HR department into a profit center and get your firm ready for the future by building and sustaining a talent pipeline. After participating in ALA’s Advanced Human Resources Administration for Legal Management Professionals you will walk away with new, elevated ways to stay in front of the demands placed on HR professionals in the legal environment. Most importantly, you will enhance the value of your position in your firm or organization as you hone your skills and network with colleagues. 


This preconference HR program will take place on Monday, October 21, from 7:30 a.m. to 4:30 p.m. The registration fee for this one-day event is $699 for members and $999 for nonmembers*.

Location: 

Westin Seattle
1900 5th Ave.
Seattle, Washington

* Please note that all cancellation policies and disclaimers that are enumerated on the Master Class: Leadership registration page apply to this preconference workshop as well. 


Schedule of Events

7:30-8 a.m.

Breakfast 


8–9 a.m.

HR10: The Business of HR

Human resources is not just touchy-feely “people” stuff. HR is an integral part of any operating business. Organizations of every size must rely on vendors for support and after one has been identified, it is up to the HR professional to utilize those relationships. You will create a personalized road map for your day while learning strategies for stretching your departmental reserves through vendor management.

Learning Objectives:

  • Develop a personalized road map for your day of learning
  • Evaluate efficiency opportunities for managing vendor relationships
  • Identify and analyze “hidden” services from your vendors and partners
  • Examine partnering techniques to manage risk in your organization

Other Information:

60 Minutes

CLM Application Credit for Functional Specialists: 1 hour of Human Resources Management

CLM Recertification Credit: 1 hour of Human Resources Management

CPE: Personnel/HR

CLE: Participatory Credit

HRCI: Strategic Business Credit

SHRM: Business Acumen

SHRM Learning Format: Instructor-Led Activity

Tedesco, Erika

Speaker: 

Erika Tedesco provides business management solutions including corporate training and business coaching to organizations of all sizes. Her specific area of interest is implementing learning innovations into small and mid-sized businesses, including e-learning and remote work arrangements. 



9:15–10:15 a.m.

HR11: Aligning HR Strategy with Organizational Strategy

To maximize effectiveness, HR needs to start their strategic planning from the perspective of the business — not just from HR’s perspective. Gaining a clear understanding of the organization’s strategy needs to be the foundation of your HR strategy. The good news is that there is a straightforward path to get you there.

Learning Objectives:

  • Conduct effective interviews with key stakeholders to understand your organizational strategy
  • Draw the direct connection between the organizational strategy and your HR priorities
  • Use an effective road map exercise to build the HR strategy
  • Communicate the HR strategy to the organization effectively

CLM Application Credit for Functional Specialists: 1 hour of Human Resources Management

CLM Recertification Credit: 1 hour of Human Resources Management

CPE: Management Advisory Services

CLE: Participatory Credit

HRCI: Strategic Business Credit

SHRM: Business Acumen 

SHRM Learning Format - Instructor-Led Activity

Horton, Todd

Speaker:

Todd Horton is the Director, Culture, Insights and Planning for legacy Dignity Health (now CommonSpirit Health) in San Francisco, CA. Horton has been with been with the organization for 16 years and is responsible for building HR's analytics capability, workforce analysis and insights, workforce planning infrastructure, reporting, benchmarking and employee surveys.



10:30–11:45 a.m.

FM10: Organizational Design: An Essential HR Capability — Creating Alignment

Modern, savvy legal management professionals understand that making judicious, strategic decisions regarding the utilization of organizational resources garners impressive outcomes and competitive advantages for their firms. They are turning to their human resource expertise to provide the insights and approaches for aligning strategy with culture through organizational design.

Learning Objectives:

  • Acquire the specific framework of organizational alignment and why it so powerfully impacts law firm profitability
  • Discover how to connect workplace culture, strategic planning, goal setting, core values, vision and mission into a single, aligned approach that drives a law firm’s success

CLM Application Credit for Functional Specialists: 1.25 hours of Financial Management

CLM Recertification Credit: 1.25 hours of Financial Management

CPE: Business Management and Organization

CLE: Participatory Credit

HRCI: Strategic Business Credit

SHRM: Business Acumen

SHRM Learning Format - Instructor-Led Activity

Sexter, Kristine

Speaker:

Kristine Sexter is President of WorkWise. She is an award-winning industrial and organizational consultant who has devoted more than 22 years to creating exceptional workplaces. With an extensive background in recruiting, developing and retaining top talent, Sexter expertly serves the legal, manufacturing health care and human resources industries with acclaimed results. Renowned for high-energy, exceptionally interactive programs, Sexter delivers innovative and solution-filled programs to her clients and audiences.



11:45 a.m.-1 p.m.

Lunch


1–2 p.m.

HR12: Turning HR into a Profit Center

HR has long been referred to as a cost-center, when in fact, HR has a significant impact on the bottom line — and the data to prove it. By directly connecting what HR does to the business data in your organization, HR can quickly become known as a profit center, with the data and analysis to prove it.

Learning Objectives

  • Identify the outcomes that matter most in your organization
  • Uncover the hidden links between HR initiatives and key outcomes
  • Present return-on-investment clearly

CLM Application Credit for Functional Specialists: 1 hour of Human Resources Management

CLM Recertification Credit: 1 hour of Human Resources Management

CPE: Administrative Practice

CLE: Participatory Credit

HRCI: Strategic Business Credit

SHRM: Business Acumen

SHRM Learning Format: Instructor-Led Activity

Horton, Todd

Speaker:

Todd Horton is the Director, Culture, Insights and Planning  for legacy Dignity Health (now CommonSpirit Health) in San Francisco, CA. Horton has been with been with the organization for 16 years and is responsible for building HR's analytics capability, workforce analysis and insights, workforce planning infrastructure, reporting, benchmarking and employee surveys. 



2:15–3:15 p.m.

HR13: HR Metrics that Matter

It is critical for Legal Management Professionals to have an evidence-based HR strategy that focuses in on the right measurements that prove impact — not just activity. For HR to build credibility, the metrics we use must be based on elements critical to your organization, not an off-the-shelf menu. Using sound analytics and HR experience will help you land on the metrics that matter for your organization.

Learning Objectives:

  • Identify the critical few HR drivers of business results
  • Create a business case for HR initiatives
  • Comprehend different types of metrics: Efficiency, effectiveness and business-focused metrics
  • Calculate expected ROI, metric targets and communicating results

CLM Application Credit for Functional Specialists: 1 hour of Human Resources Management

CLM Recertification Credit: 1 hour of Human Resources Management

CPE: Administrative Practice

CLE: Participatory Credit

HRCI: Strategic Business Credit

SHRM: Critical Evaluation

SHRM Learning Format: Instructor-Led Activity

Mondore, Scott

Speaker:

Scott Mondore is the managing partner of Strategic Management Decisions (SMD) — an assessment and analytics technology company with the only patented assessment tools that link data to business outcomes with customized action planning tools. He is the co-author of three best-sellers: “Investing in What Matters: Linking Employees to Business Outcomes”, “Business-Focused HR: 11 Processes to Drive Results” and “Predicting Business Success: Using Smarter Analytics to Drive Results”.



3:30–4:30 p.m.

LI10: Building a Talent Pipeline: From Identification to Succession

Succession Planning enables you to build your internal capability to improve your talent pipeline, reducing your reliance on external talent sources. Today’s succession planning not only focuses on replacing talent, but also on developing the talent who will fulfill the organization’s long-term goals. This is relevant to all levels of the organization, not just at the top. Replacing your top talent is vastly more expensive and time consuming than resourcing or developing your own talent from further down the organization. And, with all demographic and economic pointers indicating the current talent squeeze will only tighten, organizations that have a succession plan in place to develop their own people to fill leadership and ‘hard to find’ niche roles will have a competitive advantage.

Learning Objectives:

  • Reduce vacant headcounts. More work for the rest of the team, shifting focus and missed targets are just the tip of the iceberg
  • Improve engagement and retention. Nothing improves motivation like having a developmental goal to work toward
  • Reduce recruitment costs. Decreasing your reliance on recruiting external talent means less money spent on costly recruitment fees
  • Create a source of competitive advantage. Understanding the key skills and competencies that drive your bottom line will allow you to develop the areas to maximize impact

CLM Application Credit for Functional Specialists: 1 hour of Legal Industry/Business Management

CLM Recertification Credit: 1 hour of Legal Industry/Business Management

CPE: Personnel/HR

CLE: Participatory Credit

HRCI: Strategic Business Credit

SHRM: Business Acumen

SHRM Learning Format: Instructor-Led Activity

Mondore, Scott

Speaker:

Scott Mondore is the managing partner of Strategic Management Decisions (SMD) — an assessment and analytics technology company with the only patented assessment tools that link data to business outcomes with customized action planning tools. He is the co-author of three best-sellers: “Investing in What Matters: Linking Employees to Business Outcomes”, “Business-Focused HR: 11 Processes to Drive Results” and “Predicting Business Success: Using Smarter Analytics to Drive Results”.



Advanced Human Resources Sponsor

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Exhibit and Sponsorship Opportunities:

ALA encourages its business partners to get involved at this high-level leadership/management skills event. Any business partner interested in sponsorships, please visit the ALA Business Partner Portal for more information.