2-Hour Virtual Seminar on HR Professionals Strategic Setup for 2026 - Executing 2025's Lessons Learned
January 6, 2026
12:00 PM PST | 03:00 PM EST
2 Hours
712126
Group Attendees: Any number of participants
Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)
As we start the New Year, HR professionals are uniquely positioned to translate twelve months of workforce activity into actionable insights that drive strategic success in 2026.
This webinar will guide you through a structured, end-to-end year-end review process from analyzing key HR metrics, talent trends, and compliance updates, to assessing culture, engagement, and leadership effectiveness. You will learn how to capture lessons learned from 2025, identify gaps and risks, and convert them into clear priorities, initiatives, and KPIs for the year ahead.By the end of the session, you will be equipped with practical tools, templates, and questions to ask your leadership team so you can elevate HR's role as a strategic partner and ensure your people strategy is tightly aligned with your organization's 2026 business goals.
Why should you Attend:
- Review the most important HR, talent, and workforce trends from 2025 and translate them into lessons learned
- Identify the key HR metrics and dashboards to use in your year-end review (turnover, engagement, hiring, DEI, performance, and more)
- Conduct a structured year-end assessment of HR programs, policies, and practices to determine what to stop, start, and continue in 2026
- Align your 2026 HR strategy with organizational goals, including growth, transformation, cost control, and culture priorities
- Build a practical 2026 HR roadmap with clear priorities, timelines, owners, and success metrics
- Strengthen HR's strategic voice by preparing talking points, recommendations, and data-backed insights for senior leadership
- Anticipate 2026 HR risks and opportunities in areas such as compliance, AI and automation, hybrid work, and talent development
- Leave with practical templates, questions, and checklists you can immediately apply to your own year-end HR review process
Areas Covered in the Session:
- Setting the Stage: Why a Structured Year-End Review Matters
- The strategic role of HR in closing one year and launching the next
- Common pitfalls of informal or ad hoc year-end reviews
- Key questions to frame your 2025 review and 2026 planning
- Reviewing 2025 HR Performance and Trends
- Using HR data and dashboards: turnover, hiring, engagement, DEI, and performance
- What worked well in 2025? Identifying wins, best practices, and scalable successes
- Where did we struggle? Pinpointing chronic issues, bottlenecks, and missed opportunities
- Assessing HR Programs, Policies, and Processes
- Reviewing core programs: recruitment, onboarding, performance management, rewards, learning, and development
- Evaluating policies for clarity, fairness, and legal risk
- Identifying what to stop, improve, or redesign before 2026
- Culture, Engagement, and Leadership Check-In
- Assessing employee sentiment and engagement levels as the year ends
- Identifying culture strengths and warning signs (burnout, turnover risk, disengagement)
- Partnering with leaders to model the behaviors needed for 2026 success
- Looking Ahead: Anticipating 2026 HR Challenges and Opportunities
- Emerging HR themes for 2026: AI and automation, skills development, hybrid work, and regulatory shifts
- Scenario planning: preparing for potential disruptions and workforce changes
- Building resilience and agility into your people strategy
- Building Your 2026 HR Strategy and Roadmap
- Translating the year-end review into clear HR priorities and initiatives
- Defining measurable goals, KPIs, and accountability for HR and business leaders
- Creating a simple, visual 2026 HR roadmap you can share with stakeholders
- Communicating Your Insights to Senior Leadership
- Presenting your year-end HR story using data, narratives, and practical recommendations
- Aligning HR proposals with organizational objectives and financial realities
- Securing buy-in and resources for your 2026 HR plan
- Tools, Templates, and Next Steps
- Sample year-end HR review checklist and discussion guide
- Template for a 2026 HR strategic priorities one-page summary
- Personal action plan: first steps to implement after the webinar
How about conducting a structured year-end assessment of HR programs, policies, and practices to determine what to stop, start, and continue in 2026?
What about anticipating 2026 HR risks and opportunities in areas such as compliance, AI and automation, hybrid work, and talent development?
If you answered “yes” to any of these questions, come learn, laugh and take away Action Steps you can implement immediately to help you and your team improve performance!
Who Will Benefit:
- All
Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development. Pinnacle's clients include global organizations such as Visa International, Cadence Design Systems, Coca Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger and over 500 other organizations in 22 countries. He also has consulted to government agencies from the United States, the Royal Government of Saudi Arabia, Canada, Cayman Islands and the United Kingdom.
He has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity and work-life balance, in publications ranging from ASTD/Performance In Practice to Customer Service Management. His book, "90 Days to a High-Performance Team", published by McGraw Hill and often accompanied by in-person, facilitated instruction, has helped and continues to help thousands of executives, managers and team leaders improve performance.
He has appeared hundreds of times on radio and television interview programs to discuss mergers and acquisitions (how to manage and survive them), project management, sales, customer service, effective workplace communication, management, handling rapid personal and organizational change and other topical business issues.
He has served or is currently serving as a board member of the International Association of Facilitators, Sales and Marketing Executives International, American Management Association, American Society of Training and Development, Institute of Management Consultants, American Society of Association Executives, Meeting Professionals International and National Speakers Association. Chris is an award-winning Toastmaster's International Competition speaker. He recently participated in the Fortune 500 Annual Management Forum as a speaker, panelist and seminar leader.
Chris has distinguished himself professionally by serving multiple corporations as manager and trainer of sales, operations, project management, IT, customer service and marketing professionals. Included among those business leaders are Prudential Insurance, Sprint, BayBank (now part of Bank of America), US Health Care and Marriott Corporation.
He has assisted these organizations in mergers and acquisitions, facilitating post-merger and acquisition integration, developing project management, sales, customer service and marketing strategies, organizing inbound and outbound call center programs, training and development of management and new hires, and fostering corporate growth through creative change and innovation initiatives.
Chris holds degrees in management studies and organizational behavior from Boston University. He has traveled to 22 countries and 47 states in the course of his career.
