Big Picture LA by NHRA LA & EvoGenesis

The Singularity Lab is proud to be the program design lead for National Human Resources Association of LA’s flagship initiative — The Big Picture LA (BPLA) — an important leadership experience created for senior HR leaders across Los Angeles. 

BPLA is a curated space for Senior HR leaders to come together, learn from peers, give back to the community, and collectively elevate the strength of HR leadership in LA. The program blends structured facilitation, peer-led learning, and deep conversations on timely topics — from generative AI and digital-first HR, to culture, transformation, and the evolving role of HR in business.

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Purpose: 

To develop the next generation of strategic HR leaders by providing a collaborative, action-driven learning experience that bridges the gap between tactical execution and strategic leadership.

Main Objectives:

• Equip Senior HR Managers & Directors with Strategic Leadership Skills – Help mid-level HR professionals move beyond execution and build the confidence, mindset, and skills needed to influence business decisions.

• Leverage Peer Learning & Collective Intelligence – Create a supportive network where participants learn from real-world HR challenges, guided discussions, and shared experiences.

• Foster Accountability & Leadership in Action – Through Success Partners and the Virtuous Give Back Cycle, participants will not only commit to personal growth but also mentor junior HR professionals, reinforcing their learning.

• Provide a Scalable & Sustainable Model for HR Development – Design a repeatable program that can expand based on participant demand and employer sponsorship.

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Program Structure & Key Components:

Cohort & Duration

• Pilot Duration: 4 months (with potential for expanding to 6 month)

• Cohort Size: 6-8 mid-level HR professionals (HR Managers & HR Directors)

• Facilitators: Led by one or two senior HR leaders 

In-Person Kickoff & Graduation Sessions

• Kickoff Session: An in-person event to establish trust, alignment, and expectations.

• Graduation Session: A final in-person session celebrating participants, sharing key learnings, and strengthening professional networks.

Monthly Group Sessions (90 mins) – Action Learning Approach

• Participants bring real-world HR leadership challenges for discussion.

• Facilitated peer coaching, guided discussions, and structured problem-solving.

• Includes expert insights from facilitators and guest speakers (CHROs, CFOs, or Business Leaders) when it is appropriate. 

• Sessions end with action commitments for practical application.

Success Partners – Weekly 20-Minute Check-ins for Accountability

• Each participant is paired with a Success Partner for ongoing support.

• Partners meet weekly (20 minutes) to track progress, share challenges, and reinforce learning.

• Encourages peer-to-peer coaching and long-term professional connections.

Virtuous Give Back Cycle – Mentoring the Next Generation

• Each participant mentors 1-2 junior HR professionals (from their organization or the LA HR community).

• Mentorship ensures leadership in action, reinforcing the participant’s own learning.

• Optional structured mentoring framework with discussion topics and best practices.

Recognition & Peer-Based Award

To celebrate participants' contributions and growth, we will introduce a peer-based award at the graduation session.

• Award Criteria:
  - Demonstrated commitment to learning and growth throughout the program.
  - Active support and engagement with peers and success partners.
  - Meaningful contribution to the Virtuous Give Back Cycle by mentoring junior HR

• The award recipient will be selected through a combination of peer nominations and facilitator inputs, ensuring recognition by their cohort members.

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Personal & Professional Growth:

• Increased Strategic Leadership Capability – Participants gain confidence, skills, and frameworks to move beyond execution into strategic HR leadership.

• Career Progression & Promotions – Percentage of participants who secure a promotion, expanded responsibilities, or career transition within 6-12 months.

• Improved Leadership Confidence & Decision-Making – Measured through pre- and post-program self-assessments on leadership skills, strategic thinking, and business influence.

Community & Organizational Impact:

• Stronger HR Peer Network in LA– Participants form lasting professional connections and continue supporting each other.

• Ongoing Mentorship Culture – The Virtuous Give Back Cycle strengthens HR leadership development across multiple levels.

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