As HR professionals, we know how to put our hands on the keyboard and manage benefits plans, recruit and onboard new talent, and deploy learning and development programming that addresses the emerging skills needs of our workforce. As we grow in our careers, however, we are increasingly asked to sit at the epicenter of decision-making, helping our partners in the business articulate a talent and people strategy in the context of our organization's strategic objectives. These are exciting opportunities, but they require us to work and define our value in very different ways. This shift from subject matter expert to strategic HR leader is about more than being assigned direct reports. It's about rethinking the way you create value for the organization. No matter where you sit in the organizational hierarchy, if you're looking to grow your role and your impact, I'm asking conference delegates to lean into 3 Leadership Shifts in the way they work: (1) from communicating tasks to communicating context and vision; (2) from concentrating decision rights to delegating decision rights; and (3) from leading through authority to leading through influence. Participants will leave this session with a clear understanding of what it means to make the leap to leadership as well as a tactical toolkit for articulating their value within the organization and positioning themselves as strategic leaders.