HR professionals bring specific experience and knowledge to an organization that the senior executives often don’t have. Areas such as benefits strategies, training and development, employer branding, and succession planning are often pushed to the bottom of the company agenda, without thought to the amount that these aspects contribute to organizational effectiveness. A few weeks ago we chatted about specific tactics that HR pros can use to implement strategy every day. But what if senior executives don’t understand how HR’s actions affect the bigger picture—and don’t back them? HR often needs the support and cooperation of senior executives, and the departments they oversee, in order to implement strategies that will benefit the entire organization.How can HR leaders help executives address corporate blind spots? Please join @SHRMNextchat at 3 p.m. ET on February 11 for #Nextchat with special guest Joey Price, CEO of Jumpstart HR (@JVPSaid). We’ll chat about how HR can define its value proposition to other senior executives in an organization.Q1. What skills should a good, strategic HR professional have? Q2. What should every corporate executive understand about HR’s impact on organizational success?Q3. How has HR’s role in organizational business strategy changed over the past five years?Q4. What are some common blind spots that HR executives can help point out to other corporate executives?Q5. What areas are you focusing on in your company to increase organizational effectiveness?Q6.What would you say to executives who just don’t get HR’s importance?Q7. Do you think HR’s impact on organizational success will increase or decrease in the future? Why?Q8. What advice would you give a Millennial HR professional about growing in their strategic skill sets? What’s a Twitter chat?