Competency Model for HR Senior Leaders
The HR Competency Model is a future-focused cohort-based initiative designed to prepare senior HR leaders and next-generation HR leaders for evolving organizational, workforce, and technological demands. Rather than focusing solely on current role requirements, the model emphasizes shifts in technology, data-informed decision-making, and evolving expectations of the workforce. It balances leadership fundamentals with emerging capabilities, helping leaders prepare for what lies ahead.
Grounded in strategic workforce insights and real-world leadership challenges, the model supports leadership readiness by creating a shared language around the capabilities needed to navigate complexity, ambiguity, continuous change, and the evolving role of HR at Illinois.
Eligibility Criteria
- A minimum of 8 years experience in human resources.
- Hold a title of HR Consultant, HR Business Partner, or HR Manager and above.
- Have an endorsement by your HR Senior Leader or unit executive.
Nomination Process
Eligible HR professionals may be nominated to participate in the HR Competency Framework cohort program through a structured nomination process.
Nominations for the cohort beginning March 6 must be submitted by 5:00 PM on Monday, February 16, 2026.
- HR Caucus members are immediately eligible, given their current role in the organization. An expression of interest form should be submitted to participate in an upcoming cohort.
- Next-generation HR leaders should submit a nomination form with supporting documentation, including an endorsement letter from their supervisor to participate in an upcoming cohort.
Interested in growing your HR capabilities? Submit your expression of interest or nomination to join the next HR Competency Framework cohort
Thank You — Stay Tuned for the Next Cohort.
Cohorts will be made up of approximately 9–15 members, provided applications of interest.
What to Expect
Please note that participation requires a significant time commitment. Participants are expected to attend all scheduled in-person sessions. Each module includes two, two-hour sessions and may include assignments or activities to be completed between sessions.
Program Modules & Schedule
Module 1: Strategic Influence
- March 6, 1:30-3:30 PM
- March 27, 1:30-3:30 PM
Module 2: Cognitive Flexibility
- April 3, 1:30-3:30 PM
- April 24, 1:30-3:30 PM
Module 3: Change & Agility Leadership
- May 1, 1:30-3:30 PM
- May 22, 10:00 AM-12:00 PM
Module 4: Digital Proficiency & Data Savviness
- June 5, 10:00 AM-12:00 PM
- June 26, 10:00 AM-12:00 PM
Module 5: Talent Management & Organizational Fluidity
- October 2, 10:00 AM-12:00 PM
- October 16, 10:00 AM-12:00 PM
Module 6: Culture & People Champions
- November 6, 10:00 AM-12:00 PM
- November 20, 10:00 AM-12:00 PM
A Model for Building Future-Ready Functional Capabilities
The customized models can help teams:
- Clarify future capability needs alongside current role expectations, creating visibility into how roles may evolve over time.
- Support intentional upskilling by identifying the skills, behaviors, and experiences leaders and teams need to grow into future demands.
- Prepare leaders for emerging risks, technologies, and ways of working.
- Create alignment between strategy, development investments, and bench strength.
- Enable talent growth and mobility by making development priorities visible and actionable.
- Provide measurement tools that help assess progress, effectiveness, and impact.
- Build a shared language for growth that complements the job architecture and role design across functional areas.
Together, this work supports long-term readiness by helping functional areas anticipate change, strengthen leadership pipelines, invest in future-facing skills, and adapt with intention as organizational needs continue to evolve.
To explore how this approach could support your functional area, contact Luanne Mayorga, Assistant Chancellor, Strategic Programs & Partnerships, IHR at lmayorga@illinos.edu.