CUSTOM HR CAPABILITY PROGRAMS
HR teams that build the business, not just support it.
Custom capability programs for enterprise HR teams. Designed by JP Elliott, led by the experts in each field, and built around your strategy.
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See the programs
Derek Lusk, PhD
Leadership Assessment Expert · Founder, Persona 28
Dianne Armstrong
Leadership & Executive Coaching Expert · Armstrong Performance
JP Elliott, PhD
Business First HR Expert · Founder, Future of HR
Christian Wattig
Director, Wharton FP&A Program · Founder, Inside FP&A
Morgan Depenbusch, PhD
Data Storytelling & Influence Expert · Ex Google, Snowflake
Joe Garbus
Leadership Development & Talent Expert · Founder, Accelerate Performance
Vicky Zhou
Executive Communication Expert · School of Human Intellect
Wanda Wallace
Leadership & Career Expert · Managing Partner, Leadership Forum
Derek Lusk, PhD
Leadership Assessment Expert · Founder, Persona 28
Dianne Armstrong
Leadership & Executive Coaching Expert · Armstrong Performance
JP Elliott, PhD
Business First HR Expert · Founder, Future of HR
Christian Wattig
Director, Wharton FP&A Program · Founder, Inside FP&A
Morgan Depenbusch, PhD
Data Storytelling & Influence Expert · Ex Google, Snowflake
Joe Garbus
Leadership Development & Talent Expert · Founder, Accelerate Performance
Vicky Zhou
Executive Communication Expert · School of Human Intellect
Wanda Wallace
Leadership & Career Expert · Managing Partner, Leadership Forum
THE SHIFT
The bar for HR has risen. So has the opportunity.
Same job, same time back. One HR business partner rose to the moment, the other didn’t. Removing work doesn’t make HR more strategic. Building capability does.
JP Elliott, Founder, Future of HR
After more than 200 conversations with CHROs and senior HR leaders on the Future of HR Podcast, one message stands out. CEOs want HR leaders who help shape the strategy and move the organization forward.
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What sets those HR leaders apart isn't credibility. It's approach: seeing the business first, bringing a point of view, and leading the work that turns strategy into results.
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That's the shift from business partner to business builder, and it can be developed.
BUSINESS PARTNER
Supports the strategy
Asks, "What can HR do to support the business?"
Influence by accident
BUSINESS BUILDER
Helps shape the strategy
Asks, "What enterprise problem does HR need to help solve?"
Influence built on purpose
THE MODEL
Behavior change, not content delivery.
Every program starts from the capability your team needs, brings in the expert who knows it best, and wraps each workshop in applied practice so the learning shows up in the work.
so it feels like one program, no matter how many experts are involved.
Learn
Custom Workshop
IN THE ROOM
Live, in person or virtual, focused on building the capabilities your team needs and led by a recognized expert.
Apply
Leadership Sprint
ON THE JOB
Between sessions, participants apply the skill on the job, with their own stakeholders and live decisions.
Reflect
Action & Reflection Lab
WITH PEERS
Small group sessions where the team shares what they tried and what worked, turning practice into skill through peer accountability.
Sustain
From To Development Plan
AFTER THE PROGRAM
Each leader commits to one behavior shift, with a plan their own leader can see and reinforce.

Expert led
Faculty recognized in their field
Applied
Put to work on real challenges between sessions
Reinforced
Plans leaders see and support after the program ends
A man in glasses and a light jacket stands and speaks in front of a seated audience in an office or conference room setting.
The Action & Reflection Labs were extremely valuable for applying concepts learned in class and collaborating with HR leaders.
Lauren
HR Manager, McDonald's
WHAT WE BUILD
Four capabilities that move HR from partner to builder.
Every program builds one or more of these four capabilities. Most teams focus on one or two. Some take on all four.
See the Business First
Understand how the business makes money, and where HR moves the numbers.
Business Acumen
Financial Acumen
Thinking Like a CEO
Led by JP Elliott
Strategic HR starts with seeing the business the way the CEO does.
Your team works a real business challenge through JP’s Four CEO Questions, then builds a value chain map to see where profit is created and cost sits. The result is a business first view of where HR can make the biggest difference.
BRING
A real challenge facing the business

LEAVE WITH
A value chain map and HR priorities tied to what the CEO is solving for
The Business Leader’s Playbook
Led by Christian Wattig and JP Elliott
Every people priority is a business investment. This helps your team lead it like one.
Your team builds the financial and strategic acumen to see people decisions the way finance sees capital decisions. They learn how investments get evaluated, then build data driven narratives that show what headcount, transformation, and people programs return to the business.
BRING
A people priority that needs investment
LEAVE WITH
A data driven case tied to business results
Shape the Decision
Turn insight into decisions executives act on.
Data Driven Influence
Executive Communication
Stakeholder Trust & Influence
Executive Facilitation
HR Data Storytelling & Influence
Led by Morgan Depenbusch
HR shapes decisions when its data leads to a clear recommendation.
Your team learns to turn HR data into a clear, persuasive recommendation, using a repeatable structure and three behavioral science principles that help executives say yes.
BRING
HR data you want to turn into insights

LEAVE WITH
A clear recommendation for your next executive conversation
Speaking With Frameworks
Led by Vicky Zhao
Executive presence starts with clear thinking, communicated with structure.
Your team learns the frameworks executives use to organize ideas, get to the point under pressure, and communicate with the clarity that builds credibility at the top.

BRING
A message you need to land

LEAVE WITH
A clear, structured way to deliver it
Impact Through Influence
Led by JP Elliott
HR earns influence by building trust with key stakeholders on purpose.
Your team learns to assess and strengthen their most important stakeholder relationships using the Trust Influence Compass, so they're brought in earlier and trusted to shape the decisions that matter.


BRING
 A key stakeholder you want more influence with
LEAVE WITH
A plan to build trust and influence with them
Facilitating High Stakes Meetings
Led by JP Elliott
HR moves the business forward by leading the conversations that matter most.
From a one on one with a senior leader to a full team offsite, your team learns to design high stakes conversations, uncover the problem behind the problem with Engage, Reframe, Align, and guide people from different views to a shared commitment.
BRING
A high stakes conversation on your calendar

LEAVE WITH
A framework to move it from the real problem to agreed next steps
Build the Organization, Redesign the Work
Design the structure, talent, and work the strategy requires.
Organizational Design
Talent & Succession
Work Redesign & AI
The Strategic Talent Advisor
Led by Derek Lusk with JP Elliott
Leaders lean on HR most when HR brings a clear point of view on talent.
Your team learns to assess executive talent with rigor: what potential looks like, which signals to weigh, and how to separate potential from performance. They move from "I think this person is strong" to "here's what I recommend, and why."



BRING
A leader whose potential you need to assess
LEAVE WITH
A talent recommendation you can stand behind
Leading Org Design From Strategy to Results
Led by Dianne Armstrong with JP Elliott
Org design works when the structure fits the strategy and leaders own the change.
Your team learns a practical, end to end approach: set design criteria from business objectives, pressure test the design against how the business will operate, facilitate leadership conversations to co create and own the design, and hold momentum through the messy middle to deliver results.
BRING
A current or upcoming org redesign
LEAVE WITH
A step by step plan to design, align, and deliver it
Leading Talent Reviews That Drive Decisions
Led by Joe Garbus with JP Elliott
HRBPs make talent reviews matter when they focus the conversation on what the business needs next.
Your team learns to facilitate talent reviews that lead to decisions: sharper calibration, clear readiness gaps, and development plans that build executive talent between cycles.
BRING
Your current 9 box or calibration agenda
LEAVE WITH
Clear next steps for the leaders on it
Redesigning Work for the AI Era
Led by Kelly Monahan
HR helps the business capture AI's value by redesigning how work gets done.
Using Kelly's New Leadership Blueprint, your team learns hands on how to redesign real workflows: where AI adds value, where human judgment matters, how roles and decision rights shift, and how to reinvest the capacity AI creates without hollowing out the future talent pipeline.
BRING
A real workflow from your business
LEAVE WITH
A blueprint for AI enabled work
Develop and Coach Leaders
Build leaders who own their decisions.
Leadership Coaching
Career Development
Coaching Leaders for Impact
Led by Dianne Armstrong
HR builds stronger leaders by coaching them to solve their own problems.
Using practical coaching frameworks, your team learns to ask the questions that help leaders think clearly, explore options, and own the decision, turning everyday conversations into opportunities to build leadership capability.



BRING
A challenge a leader brought to you
LEAVE WITH
A coaching approach for your next conversation
Taking Charge of Your Career: Leading Great Career Conversations
Led by Wanda Wallace
Careers grow when managers know how to have great career conversations.
Drawing on Wanda's book Taking Charge of Your Career, your team learns a practical blueprint for career growth: defining direction, building reputation, and navigating setbacks. They apply it to their own careers, then learn to coach managers to hold career conversations that help people take ownership of their growth.
BRING
A real career question someone has brought to you
LEAVE WITH
A conversation guide you can use and share with managers
Don't see your exact need?
Every program is built around your team. We'll shape it together on the call.
Request a scoping call
This program didn't just enhance my current performance. It set me apart for future roles by helping me step fully into being a business leader, not just a business partner.
Ashley
Director of Talent Acquisition, ZuraBio
YOUR FACULTY
Faculty who have done the work your team is reaching for.
Each program is led by an expert in its domain. JP designs every program, so however many experts are involved, it builds as one.
Derek Lusk, PhD
Leadership Assessment Expert · Founder, Persona 28
Advises Fortune 500 CEOs and CHROs on leadership assessment and succession.
Read full bio
Christian Wattig
Director, Wharton FP&A Program · Founder, Inside FP&A
Finance leader at Procter & Gamble, Unilever, and Squarespace. Lead instructor of Wharton's executive FP&A program.
Read full bio
Morgan Depenbusch, PhD
Data Storytelling & Influence Expert · Ex Google, Snowflake
Ten years in research and analytics at Google and Snowflake. Helps HR teams turn analysis into decisions.
Read full bio
Vicky Zhou
Executive Communication Expert · School of Human Intellect
Creator of Speaking With Frameworks, reaching more than 11 million viewers.
Read full bio
Dianne Armstrong
Leadership & Executive Coaching Expert · Armstrong Performance
Former Chief Talent Officer and ICF certified executive coach, with 30+ years in senior HR and consulting roles.
Read full bio
Kelly Monahan, PhD
AI & Future of Work Expert · Co Founder and CEO, Beyond the Desk
Led Future of Work research at Meta. Author of Reclaim the Plot and the national bestseller Essential.

Read full bio
Wanda Wallace
Leadership & Career Expert · Managing Partner, Leadership Forum
Former Associate Dean of Executive Education at Duke's Fuqua School of Business. Author of You Can't Know It All.
Read full bio
Joe Garbus
Leadership Development & Talent Expert · Founder, Accelerate Performance
Former Chief Talent Officer with 30+ years building leaders at Marsh McLennan, PVH, GE, and The New York Times.
Read full bio
HR teams at the companies you know.
5 Virtual Workshops for the HR team at Solventum, a $9 billion medical device company
2 Virtual Workshops & Action & Reflection Labs for 75 global HR Business Partners
3 Day In-Person Session for High Potential Directors and Managers across the HR function
Caroline Becker
Former CHRO, Rexel
Stephanie Liliak
Chief People Officer, Modelez International
Kelly Wilson
VP & Talent Management Cardinal Health
Anita Graham
CHRO Labcorp
WAYS TO WORK TOGETHER
Choose your depth.
Every engagement is custom, built around your strategy, and runs in person or virtually. Most teams start in one of three ways.
Intensive
One skill. Applied right away.
One or two custom workshops
An Action & Reflection Lab to put it into practice
Typically 1 to 3 months
Best for: a team with one clear gap and a live priority to apply it to.
Capability Program
A connected set of skills, with results you can see.
Three to four custom workshops
A full series of Action & Reflection Labs
A diagnostic before you start
An impact survey at the end, so you can see what changed
Typically 3 to 6 months
Best for: moving your HR business partners from partner to builder across one or two capabilities.
RECOMMENDED
Studio Partnership
Build the capability in year one. Keep it growing after.
A year one program with multiple experts
Progress measured throughout
An ongoing partnership that keeps your team connected to the faculty and frameworks as their skills grow
Best for: HR functions making capability a multi year priority.
Programs are built for groups of any size. Most run with 25 to 75 people. Not sure which one fits? That's what the scoping call is for.
Request a scoping call
HOW IT WORKS
From first call to first workshop
1

Share your goals

Tell us about your team and what success looks like. It takes two minutes.

2

Scope it with JP

A 45-minute HR Capability Planning Session to understand your strategy, your team, and the capability gap that matters most.

3

Design and launch

We partner and co-design the program, JP brings in the right faculty, and agrees with you up front on how you'll measure success.

FAQs
Questions HR leaders ask
How is this different from a training program?
Who is it for?
How big are the groups?
In person or virtual?
How long does it take?
How do you measure impact?
Who leads the sessions?
How much does it cost?
LET'S TALK
Start with a 45-minute HR Capability Planning Session
Tell us about your team and what you want them to be able to do. JP will reply personally to set up a time.
Scoping form
JP Elliott
Thank you for reaching out!
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Prefer email? Write to jp@futureofhr.com