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I've been an HR leader since 1984 so I am not the first person one would expect to recommend that job-seekers avoid the HR department when they're job-hunting.
I was just talking to a senior HR leader last week about this generation.
As a former HR leader for a Fortune 500 company, I'm all too aware of how flawed the system is.
EVA SAGE-GAVIN: I often use the example that you know you're a strategic HR leader if you're working at a board level.
He would have been a solid HR leader in normal circumstances, because he was skilled at handling typical challenges associated with hiring, performance management, and compensation and benefits.
Of every action you take as an HR leader, ask this simple question: does it cause friction in the business or does it create flow?
I want to transition just a little bit here for the last component of this webcast about what we see the future HR leader being, and how that translates into our curriculum here, and how we train those future leaders.
The course will focus on developing an understanding of the role and responsibilities of modern HR leaders, and exploration of the key competencies tied to successful performance as an HR leader.
Comparing assessments of leaders in the HR function with those of leaders in other functions, our data suggest that the typical HR leader is seen as six percentile points below average.
Make it a requirement for people in the top three layers of the company to have successfully worked as an HR leader, and the function will soon become a talent magnet.
Think of your HR leader as Switzerland.
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Justyna Jupowicz-Kozak
CEO of Professional Science Editing for Scientists @ prosciediting.com