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The Human Resources industry is constantly evolving. With our membership networks, you don’t have to problem-solve on your own as Human Resources leaders share insights, lessons learned, successful strategies, and innovations.
Our peer networks are comprised of and serve the human resources senior leadership at successful companies, in all verticals and industries across the nation.
As a member, we give you a safe space to discuss the challenges that are plaguing you. You have the opportunity to bring issues to your peers, many of whom have implemented (or chosen not to implement) strategies that you’re currently evaluating. This means you’ll get candid insights on best practices and pitfalls for issues you’re facing from people who have been there before, the kind of information that you won’t find by scouring the internet.
“Connex really does all the work for you in terms of selecting the appropriate people... We all have our own networks and peer groups, and we get fairly complacent with the networks we have had for a long time. It gives you an opportunity to do a refresh and give new people a chance to join the group of peers you chat with on a monthly basis. One of the nice things is it enables you to broaden the network.”
As members, C-level executives have a powerful resource at their disposal: the combined knowledge and experience of peers. Insights gained from leading executives and innovators in your space can be transformational.
Topics discussed by peer groups across the sectors are suggested by members themselves, addressing the most pressing issues currently facing Human Resources executives.
Our members have recently collaborated on the below questions and other similar issues that need to be addressed.
Ten-thousand baby boomers retire every day. A company that doesn't have a succession planning initiative in place is one that may be in deep trouble in the near future. Succession planning is about more than identifying someone who can step in and takeover a role upon the "old guard" departing their positions. Identifying, mentoring, coaching, and grooming future leaders can help to encourage engagement and commitment to the organization in the long-run.
How do you identify potential future leaders? How do you nurture their talent and lay out a career path for them that will entice them to stay with the company? What resources and programs are you going to need at your disposal? Our network provides an opportunity to examine various philosophies of how to achieve successful succession planning and share perspectives on what the outcomes have been.