HR is Not a People Business! Shifting our Paradigm Toward Business
- Explore the business functions of human resources that are more accurately attributed to managing risk.
- Examine ways to shift the thinking of the corporate office from HR as a people business to HR as a risk management function.
- Discuss 5 ways for HR professionals to prepare themselves to start thinking and performing as risk managers.
One of the concerns for many HR professionals is a lack of representation in the "C Suite" - or executive ranks of their organizations. Because we are most often seen as the people people, we have failed to make our case that we are actually a vital part of the total risk management program in our companies. This session explores this shift and examines the HR practices that fit into this new paradigm.
Janie Warner, MS-HRM, SHRM-SCP
Vice President at National HR Practice Leader
Janie Warner, MS-HRM, SHRM-SCP has nearly 30 years of experience in executive management and human resources, six as a vice president at Arkansas Federal Credit Union and three as chief administration officer for ABC Financial Services, Inc. She served on the adjunct faculty of Embry Riddle Aeronautical University, teaching human resources management, organizational development and labor relations. She is a nationally recognized speaker in the areas of volunteer board governance, executive management, leadership, ethics, employee benefits and human resources. Janie currently serves as Vice President/National HR Practice Leader consulting with corporate clients to identify and mitigate risk associated with human resources people, policies and practices. Janie earned a bachelor’s degree in psychology from Evangel University in Springfield, Missouri, and a master’s degree in human resource management from Golden Gate University in San Francisco. She holds the designation of Senior Certified Professional (SCP) through the Society for Human Resource Management and a Certificate in Total Compensation and Rewards from Cornell University.