Strategic Human Resource Leadership
Aligning strategy, people and performance.
Achieve an in-depth understanding of how to seamlessly link HR with business strategy and learn best practices for effectively integrating leadership development and succession.
Make HR a valued partner.
Great HR is core to the achievement of long-term organizational success from implementing business strategies effectively to succession planning. Rotman’s Strategic HR Leadership program provides you with the concepts, tools and network required to implement strategic HR practices in your organization.
Faculty & Instructors
Rotman Executive Program faculty are known for their ability to translate the latest research into practical applications for the workplace, and to transmit skills to participants with the best teaching techniques. Industry leaders contribute to our programs to bring you the most up-to-date best practices and a wealth of real-world experience.
Meet the faculty and instructors teaching in the Strategic Human Resources Leadership Program
Chancellor, University of Toronto
Rose Patten is Special Advisor to the CEO and Senior Executives at BMO Financial Group. In this role she partners with and advises Group Heads on select strategies with a particular emphasis on strategy execution, leadership development and succession for top leaders.
Rose’s career has spanned the four financial sectors - banking, trust, insurance and investment banking - with responsibilities for Canada, U.S. Europe and Asia. Previous key roles at BMO include Head of Strategy (Senior Executive President), Global Head of Human Resources (Senior Executive President), Senior Vice President of Corporate Services and the first woman member and long-time Member of the Bank’s Executive Committee. Earlier roles include Executive Vice President of BMO Nesbitt Burns, Senior Vice President of Manulife and General Manager of Lloyds Bank Canada.
Big challenges. Smart solutions.
Over five days you will learn how to align strategy, people, performance and culture while exploring the critical elements of a successful HR strategy. By enhancing your own capabilities as an HR leader, you will be better able to articulate and implement that strategy, including by supporting culture change initiatives, succession planning, and talent management.
What really stood out for me in Rotman's Strategic Human Resource Leadership Program was the learning experience. Hugh and Rose are absolutely phenomenal teachers, leaders, mentors and coaches. I learned a lot from them and they are both very inspirational. The discussions were fantastic in that we weren't being lectured to as students but were being engaged in a discussion as adults. Also the discussions and examples shared were personal examples that Rose and Hugh relayed – they were real examples where we got to see what worked and didn't work.
Renata Kleban | Director, HR Business Solutions
As a result of Rotman's Strategic Human Resource Leadership Program, I was able to take a step back and make sure that the entire organization was engaged, and had a good understanding of the project I was working on. Seeking alignment has made the project run more smoothly than if I had forged ahead, as planned.
Brent Chamberlain | Associate Director, Diversity & Inclusion
I came to Rotman's Strategic Human Resource Leadership Program seeking knowledge in succession planning and what I came away with was the skill set to look at things differently and with a new perspective.
Phillip Kotanidis | Manager, HR & Labour Relations
Toronto East General Hospital
As a learner in the Strategic Human Resources Leadership Program, the half-day follow up session offered excellent value. Reconnecting with the facilitators and with other participants to review the application of our learnings in our workplaces solidified many aspects of the program for me. Hearing from fellow participants about their successes and challenges in advancing the application of the course’s concepts and models demonstrated we are all making progress and that our opportunities are similar across our organizations, whether they are small or large, public or private.
Sharon Robinson, CHRP | Manager, Human Resources
Workers' Compensation Board of Nova Scotia
We’re here to help.
In addition to the core five-day program, your enrolment includes a half-day follow-up session two months out. This is your opportunity to share how you have implemented your learning and solicit feedback and advice from faculty and peers.
Apply NowStrategic Human Resource Leadership
A deposit of 50% of the program fee is required at time of application. The balance of the program fee is due 30 days after receipt of invoice or 30 days before the start of the program, whichever is first.
Before beginning the application process, please review the application policies. To apply, complete the online application form.
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Each application is reviewed by Rotman’s admissions committee to ensure participants have the appropriate academic and work experience.
Participant Notification Process
If space is available and eligibility requirements are met, participants will receive a notice of admission within 10 days of receipt of a completed application and fee deposit.
Payment and Fee Reduction
Payments can be made online. Applicants will be redirected to a secure online payment website after completion of the application form. Deposits will be refunded to applicants not accepted to the program.
Rotman Executive Program graduates and Rotman alumni are eligible for a 25% discount on this program. Discounts cannot be combined but we will honour the greater discount amount towards the program fee. For more information on additional discounts, visit RotmanExecutive.com/Discounts. Discounts are not redeemable for cash.
*Participants will be responsible for their own travel, accommodation and incidental costs. Participants requiring accommodation during the program are eligible for preferred Rotman rates at select hotels. For more information contact an Executive Programs representative at email@example.com.
This program has been approved for 50 continuing professional development (CPD) hours under Section A of the continuing professional development (CPD) log of the Human Resources Professionals Association (HRPA).
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