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2009 HR Excellence Awards Categories:
 
Senior HR Professional*:

-  strategic partner in their organization

-  enables their organization to achieve improved business performance

-  operates at an advanced level in the six human resources competencies 

-  links internal organizational practices to external customer expectations

-  aligns individual behaviors with organizational goals
 
 Nomination Questions
1. In what ways does the nominee regularly exhibit the attributes of a Senior HR professional?
2. What has the individual done to align HR practices to support business strategy?
3. What results or impact has the nominee affected in their role as a Senior HR professional (give at least two specific examples)?
 

HR Professional*:

-  member of the HR management team

-  responsible for management of day-to-day HR operations

-  performs effectively in all six human resource competencies

-  delivers results with integrity, sharing information and building relationships of trust

-  ensures the basic administrative needs of employees are dealt with efficiently

-  ensures their organization attracts and retains the best talents

 
Nomination Questions
1. In what ways does the nominee regularly exhibit the attributes of an HR professional?
2. Describe the HR practices the individual has implemented to create and maintain his/her company’s desired culture.
3. What results or impact has the nominee affected in their role as an HR professional (give at least two specific examples)?
 

Emerging HR Professional*:

-  team member new to the HR profession

-  shows evidence of emerging talent in all six competencies

-  committed to the profession

-  high potential for future achievements in HR
 
Nomination Questions
1. In what ways does the nominee regularly exhibit the attributes of an emerging HR professional?
2.What professional development opportunities has the individual actively engaged in?
3. What results or impact has the nominee affected in their role as an Emerging HR professional (give at least two specific examples)?
 
 HR Community Volunteer:

-  actively involved in the community

-  serves on various committees or boards

-  displays leadership qualities that support the HR profession

-  made outstanding contributions to the human resource profession

-  contributed their time and efforts, free of personal gain

-  led at least one project during the year that impacted the HR community
 
Nomination Questions
1. In what ways was the nominee involved in the community to support the HR profession?
2. What boards/committees has the nominee volunteered on in the past year?
3. What project(s) has the nominee led that significantly impacted the HR community as a whole?

 

HR Student:

-  active member on the college and/or BNHRA level

-  demonstrated a commitment to the HR profession

-  role model for classmates
- shows high potential for future achievements in the profession  
 
Nomination Questions
1. In what ways does the nominee demonstrate a commitment to the profession?
2 What significant contributions has the nominee made towards a student chapter, BNHRA, or SHRM?
3 Describe how the nominee is a role model for classmates.

 

Outstanding Employee Culture:

-  demonstrates measurable success in creating a positive employee culture

-  starts with clarity around external customer expectations (firm identity or brand)

-  translates these expectations into internal employee and organization behaviors

-  respects the previous culture and helps to shape new culture

-  understands and applies proven tools of organization change

-  coaches managers on how their actions reflect and drive culture; weaves that cultural into HR practices and processes and makes the culture tangible for all employees

-  shapes, enacts, and personalizes culture and facilitates change
 
Nomination Questions
1. Briefly describe the desired culture at this company.
2. Describe the HR practices the organization has implemented to create and maintain the company’s desired culture.
3. Explain how this company has overcome the challenges of managing culture in a world of increasing change.

 

Diversity Excellence:

-  recognizes outstanding efforts of an organization who has broadly championed diversity and inclusion

-  recognizes, promotes and advances diversity and inclusion in the organization with creative and innovative strategies

-  demonstrates a commitment to diversity and inclusion

-  established a workplace focus across one or more areas of diversity

-  consistently promotes the values of diversity and inclusion

-  facilitates acceptance and growth of programs and activities designed to promote and embrace the many differences in people and society

-  facilitates acceptance and growth of those programs and communicates the value to the organization and community
 
Nomination Questions
1. In what ways does the organization show a commitment to diversity and inclusiveness?
2. How diverse is the employee population, particularly at the leadership level?
3. How is diversity and inclusion linked to the organization’s overall business strategy?

 

HR Partner:

-  HR service provider who works hand in hand with HR practitioners in implementing strategies

-  demonstrates a high level of quality service in creating effective and innovative solutions for their clients
 
Nomination Questions
1. In what ways has your organization partnered with your HR customer?
2. Define the “value” in which you provided goods or services to your HR customer.
3. If nominating an HR service provider as the HR customer: In what has your organization (the HR customer) relied on the nominated HR service provider?
4. Define the “value” the HR service provider has brought to your organization.

 

Golden Buffalo:

-  demonstrates the importance and positive impact strong HR practices can have within an organization

-  an organization in Erie and Niagara County who has demonstrated creativity in the development and design of an HR best practice

-  has aligned an HR best practice with the organization’s overall mission

-  has recognizable and measurable positive outcomes in HR
 
Nomination Questions
1. Explain thoroughly the innovative HR policies or best practices that your organization has developed, and share examples of how they have benefited your organization.
2. Describe recognizable and measureable positive outcomes in HR, such as, increased level of customer satisfaction, reduction in turnover, etc.
3. How has this organization contributed to Advancing the Profession in WNY?
*The Senior HR Professional, Professional, and Emerging Professional awards are based on the HR Competency Study completed by Dave Ulrich in partnership with the Society for Human Resource Management. This study determined a model of six competencies that distinguish HR professionals and are necessary for HR professionals and their departments to help build their business. The six competencies are: Credible Activist, Operational Executor, Business Ally, Talent Manager/Organization Designer, Culture and Change Steward, and Strategy Architect.
 
The Competencies and Their Elements
 
The Credible Activist is respected, admired, listened to and offers a point of view, takes a position and challenges assumptions by:
- Delivering results with integrity.
- Sharing information.
- Building relationships of trust.
- Doing HR with an attitude (taking appropriate risks, providing candid observations,  influencing others).  
 
The Culture and Change Steward recognizes, articulates and helps shape a company’s culture by:
- Facilitating change.
- Crafting culture.
- Valuing culture.
- Personalizing culture (helping employees find meaning in their work, managing work/life balance, encouraging innovation).  
 
The Talent Manager/Organizational Designer masters theory, research and practice in both talent management and organizational design by:
- Ensuring today’s and tomorrow’s talent.
- Developing talent.
- Shaping the organization.
- Fostering communication.
- Designing reward systems.  
 
The Strategy Architect knows how to make the right change happen by:
- Sustaining strategic agility.
- Engaging customers.  
 
The Business Ally contributes to the success of the business by:
- Serving the value chain.
- Interpreting social context.
- Articulating the value proposition.
- Leveraging business technology.
 
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