The Frontline Human Resources Manager - Virtual Training

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  • The Frontline Human Resources Manager

    Human Resources has always been on the frontline of business success, but recent challenges have highlighted this critical function in new ways.  Business leaders have become increasingly dependent on their HR team to address specific talent challenges and ensure people-related issues are being managed closely.  For Managers in HR, this has required leading at a higher-level but also demonstrating skills such as facilitating, collaborative problem-solving, utilizing metrics to drive effective decision-making, and managing change at a larger scale.

    This 16- hour program will provide the tools and resources necessary for participants to transition from frontline HR expert to Frontline HR Manager.  Participants will understand what it takes to lead an HR team while balancing business goals and strategies.  Specific attention will be given to the role of HR as facilitator, planner, and program manager.  This course will also frame the role of an HR Manager as standing in the gap between being reactive and proactive, between being transactional and transformational, and ultimately championing change. As a result of attending this training, participants will be equipped to demonstrate excellence in leading an HR team while ensuring their work is an integral part of the organization’s success.

    This 4-session program targets new and experienced HR Managers (Generalists or Specialists like Compensation Manager, Benefits Manager, etc.) or those who will be promoted to an HR Manager role in the near future.  It is intended to build off The HR Professional program and is a recommended pre-requisite for The Strategic HR Leader.

    Session 1: MANAGING IN HR

    The goal of this session is to understand the differences between a frontline HR professional and an HR Manager and to begin drafting a plan to transition to a higher-level of operating.  As a result of attending, participants will be able to:
    • Describe the key differences between a frontline HR expert and frontline HR manager
    • Evaluate the benefits and liabilities associated with personal patterns of regular working style as it relates to leading an HR team 
    • Incorporate an HR Maturity model in evaluating personal  capabilities and the capabilities of their team
    • Define HR processes and programs within the context of the organization's operational cadence and strategy
    • Build an initial gaps analysis for both the HR team and their own personal working and leadership style


    The goal of this session is to demonstrate an understanding of various personal and practical needs within business and to demonstrate a facilitative style of HR leadership.  As a result of attending, participants will be able to:
    • Articulate the business priorities within area their area of job focus and demonstrate how those tie to the organization’s larger strategic goals
    • Demonstrate effective facilitation skills that encourages participation, candor, and accountability
    • Balance human and business-focused considerations when making decisions and solving problems
    • Foster a collaborative approach to partnering with leaders, employees, and cross-functional teams; exhibit effective coaching behaviors
    • Build an internal network to ensure HR stays connected to business strategy and real-time operational imperatives


    The goal of this session is to develop the ability to leverage key performance indicators (KPIs) to evaluate HR effectiveness and to design/implement programs that address operational and strategic needs.  As a result of attending, participants will be able to:
    • Articulate the organization’s key metrics and how data is used to make decisions 
    • Define common HR metrics and key performance indicators (KPIs) and determine the most relevant metrics for the HR team
    • Demonstrate HR team effectiveness through metrics and KPIs
    • Develop HR-focused scorecards that support the organization's strategic goals and day-to-day operations
    • Build action plans to address gaps identified in HR KPIs
    • Design and implement programs that support organizational operations and improve critical KPIs

    Session 4: MANAGING CHANGE

    The goal of this session is to demonstrate the ability to manage organizational change through effective communication, stakeholder alignment and accountable planning.  As a result of attending, participants will be able to…
    • Articulate the role of Human Resources in supporting effective change
    • Identify organizational programs and initiatives that require formal change management support
    • Employ change management tools as part of regular process and program management
    • Leverage the fundamentals of effective communication to various levels and stakeholder groups
    • Influence others to drive organizational initiatives
    • Create a communication plan to support large-scale change initiatives
    • Demonstrate accountable follow-up as part of effective functional leadership

  • Virtual Training Details

    Dates: This is a 4-part training

    • November 28th - December 19th | Mondays | 1:00pm - 5:00pm EST

    Online Platform:

    For Participation You Will Need:

    • A computer, laptop, iPad, or smart phone
    • Internet access

    Cost: $895 per person - Includes live virtual training, digital training manual, and additional resources. These will be sent via email before the first session.

    Class sizes are limited for maximum engagement - register today to reserve your spot. Once registered, you will receive details on how to join the Zoom Meeting Virtual Training.

    If you have any questions, need help registering, or would like to be invoiced for this event, please contact: Alec McGuire, Training & Event Coordinator at (616) 608-9684 or

  • Participant Takeaways

    • Resources to transition from Frontline HR expert to Frontline HR manager.
    • Understand what it takes to lead an HR team while balancing business goals and strategies.
    • Understand the role of the HR manager as standing in the gap between being reactive and proactive.
    • Be equipped to demonstrate excellence in leading an HR team while ensuring work is an integral part of the organization's success.

    This program qualifies for 16 HRCI/SHRM re-certification credits.

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  • Meet the Trainer

    Nathan Leaman - Director of Strategic HR
    Nathan Leaman

    Director of HR Training & Consulting - Express Employment Professionals

    Nathan Leaman is a passionate professional with extensive experience in building systems and tools that support organizational and leadership effectiveness.  Nathan brings over 20 years of leadership and HR experience from both business and non-profit organizations.  

    Nathan has a Bachelor's degree from the Moody Bible Institute, a Master's degree from Liberty University and received his coaching certification from Northwestern University in Evanston, Illinois. Nathan spent seven years in full-time church ministry before working for 13 years at the Kohler Co.  At Kohler, Nathan moved through various HR roles eventually taking the position of Director- Leadership Development.  Nathan also held various executive HR roles for the Grande Cheese Company in Fond du Lac, WI where he was responsible for Organizational Development, Compensation, Benefits Management and HRIS.

    Nathan has extensive experience with assessment tools and is certified in multiple personality and 360 degree feedback assessments.  His straightforward style, willingness to tackle difficult issues, genuine interest in seeing others grow and ability to coach at all levels makes Nathan a go-to resource for strategic HR support and executive development.

    Email Nathan Leaman

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