Practical HR strategy training for decisions leaders actually need.
Strategic HR Management focuses on workforce planning, retention, performance systems, total rewards, culture, manager capability, and metrics that support business decisions.
Live virtual HR strategy training
Strategic HR management for HR leaders asked to turn people issues into business decisions.
Build practical strategic HR judgment for workforce planning, retention, performance systems, manager capability, total rewards, culture, and people metrics executives can act on.
This live virtual program is for HR leaders who are being asked to move beyond support work and make clearer recommendations about people, managers, risk, and business priorities.
Good fit when
Your HR team needs a stronger model for aligning people decisions with business priorities.
Useful for
HR managers, HR business partners, People leaders, Employee Relations leaders, and operations partners.
Format4 half-days
Credits13 SHRM/HRCI
Early bird rate$1,375
Trusted since 197945+ years of employment law training
80,000+HR professionals trained
Practicing facultyReal workplace judgment
Who should attend
For HR leaders who need to connect people work to business outcomes.
Use this program when the work has moved beyond policy support and into workforce decisions, manager capability, retention, culture, and executive-ready people recommendations.
Best fit
HR managers, HRBPs, People leaders, and Employee Relations leaders
For professionals who advise leaders, support managers, shape talent systems, or need a stronger strategic framework for HR decisions.
Common trigger
Turnover, manager inconsistency, growth pressure, or unclear HR priorities
The program helps participants organize competing people issues into a clearer strategic model leaders can understand and use.
Outcome
More confident HR decisions in business language
Participants leave with clearer tools for workforce planning, retention, performance, culture, total rewards, manager capability, and strategic reporting.
Why this program
Definition
Audience
Positioning
Clearer people decisions when HR is expected to think like the business.
Review the standalone Strategic HR Management program, compare live virtual and on-demand options, and decide whether the program matches the HR decisions in front of you.
Built for HR professionals stepping into broader responsibility.
The program is designed for leaders who need to advise executives, support managers, and connect people practices to business priorities.
Focused on HR strategy, not broad employment law coverage.
HR Law Fundamentals builds the legal foundation. Strategic HR Management builds the next layer: how HR leaders frame, prioritize, and communicate people decisions.
Registration and format
Pick the way you want to use the program.
Choose the live virtual cohort when you want practical structure for workforce planning, retention, manager capability, culture, rewards, and HR metrics. On-demand access is available when your timing requires a more flexible path.
Strategic HR Management
Use this program when HR needs a practical model for workforce planning, retention, performance, culture, total rewards, manager capability, and people metrics.
Time4 half-days11:00am to 2:45pm ET
Credits13 SHRM/HRCI
Early bird rate$1,375
Standard tuition$1,575
Dates and tuition
Live virtual, on demand, and team planning.
Choose the live virtual cohort if you want scheduled instruction and interaction. Ask about on-demand access if you need a self-paced option. Team planning is available when several HR leaders need the same foundation.
Live virtual cohort
January 19–22, 2027
Live virtualFour half-day sessionsEarly bird rate: $1,375
January cohort: scheduled live virtual instruction, peer discussion, and practical HR strategy tools participants can use with managers and executives.
On demand
Start On-Demand
Prefer a self-paced option?
Start the on-demand version now and learn at your own pace if the live virtual dates do not fit your calendar.
Team planning
Talk Through Team Planning
Need a team path?
Ask about group attendance, invoice routing, or private training when multiple HR leaders need the same foundation.
Use the certificate pathway box below for Strategic HR Leadership context.
Participant results
Participants point to practical tools, stronger judgment, and instruction that holds attention.
Participants consistently point to practical application, instructor energy, and ideas they can bring back to work immediately.
“The hands-on segments were most helpful because it made me stop, think, and apply the information.”
Participant takeaway
Strategic HR training has to move beyond concepts. The strongest proof is application: participants thinking through real decisions and taking tools back to work.
“Both facilitators were excellent! I will be able to use key learning tools from the seminar immediately within my organization.”
“Di Ann Sanchez was extremely dynamic in her presentation skills and seemed to take a vested interest in our learning the information.”
“This was a great program! One of the most useful programs I have attended in a long time. Instructors were awesome!”
Curriculum
What the program covers.
A focused agenda for HR leaders who need better tools for aligning people practices with business priorities.
The strategic role of HR
How HR moves from support function to business partner without losing practical operational credibility.
- HR as a decision partner
- Business priorities and people priorities
- Executive-ready recommendations
Workforce planning and talent priorities
How to connect staffing, role design, capability gaps, and succession concerns to actual business needs.
- Workforce planning basics
- Talent acquisition strategy
- Capacity and capability gaps
Retention, engagement, and manager capability
How to diagnose retention issues, manager inconsistency, engagement signals, and organizational friction before they become larger problems.
- Retention drivers
- Engagement signals
- Manager operating habits
Performance, rewards, and culture systems
How performance management, compensation, total rewards, culture, and trust connect to practical business outcomes.
- Performance expectations
- Total rewards strategy
- Culture and organizational health
HR metrics and strategic reporting
How to move from data collection to recommendations leaders can evaluate and act on.
- Metrics that matter
- Storyline and tradeoffs
- Strategic case application
Faculty
Taught by Strategic HR Management instructors who work in the realities HR leaders face.
Our instructors bring senior HR, talent strategy, organizational change, and inclusion experience to a program built around practical people decisions.
Why faculty mattersStrategic HR training depends on judgment. Participants need instructors who can connect workforce systems, manager behavior, and leadership expectations to practical decisions.
Di Ann Sanchez
Human Resources Chief Exceptional Officer, DAS HR Consulting & Sanchez Associates
Di Ann helps organizations align people strategies with business performance, with work across generational dynamics, pay equity, inclusion, and high-performing workplace practices.
Cyndi Ramirez Ryan
Founder & Chief Executive Officer, Más Talent HR
Cyndi works with organizations on talent strategy, organizational change, and D&I initiatives, drawing on senior HR leadership experience across large and complex workplaces.
Certificate pathway
Strategic HR Management can also count toward Strategic HR Leadership.
Strategic HR Management stands on its own for HR professionals who need stronger people strategy tools. It can also support the broader Strategic HR Leadership certificate pathway, with HR Law Fundamentals supplying the employment law foundation.
Quick answers
Before you choose the program.
Answers to the common questions that come up before choosing Strategic HR Management. The left panel stays in view on desktop while you scroll through the questions.
Is Strategic HR Management a standalone program?
Yes. Strategic HR Management is built for HR leaders who need stronger workforce planning, retention, performance, manager capability, culture, total rewards, and metrics tools.
Who should attend?
HR managers, HR business partners, People leaders, Employee Relations leaders, and operations partners who need to connect people practices to business decisions.
Is this legal training or HR strategy training?
This is HR strategy training. HR Law Fundamentals is the better first step for a broad employment law foundation.
What are the format options?
The page now presents a live virtual cohort and an on-demand inquiry path. Team planning is available when several HR leaders need the same foundation.
What will I be able to do after the program?
You should be better prepared to frame workforce, retention, performance, rewards, culture, and HR metric questions in business terms.
How does this connect to Strategic HR Leadership?
Strategic HR Management can also support the Strategic HR Leadership certificate pathway. That context belongs in the certificate pathway box, not in every format and date decision.
Can a team attend together?
Yes. Team attendance can be useful when multiple HR leaders need a shared model for workforce planning, manager capability, and people metrics.