President's Message
What
an incredible experience we shared at this year's SHRM Annual Conference
Each year, SHRM brings together thousands of HR professionals from around the world, and this year was no exception. From inspiring keynote speakers to innovative learning sessions, the conference served as a powerful reminder that the future of work is being shaped by the decisions we make today.
One message resonated throughout the week: HR is no longer simply supporting the business; we are helping lead it We were challenged to embrace innovation while never losing sight of the human connection, to leverage technology with purpose, and to continue developing workplaces where people can thrive. Hearing leaders remind us to reinvent HR while keeping people at the center of every decision was both affirming and inspiring. I left the conference energized, challenged, and even more excited about the opportunities ahead for our profession and for GOSHRM
Now, it's our turn to continue building that momentum
I hope you'll join us for our Member Networking Event on August 18 at PopStroke. Our networking events are more than an opportunity to exchange business cards; they're an opportunity to build relationships, share ideas, encourage one another, and strengthen the HR community throughout Central Florida Whether you're a long-time member or attending for the first time, you won't want to miss this evening of connection and collaboration.
Dr. Lynn Johnson, Ph.D., SHRM-SCP 2026 President SHRM Greater Orlando
We're also excited to begin preparations for our 3rd Annual Beacon Awards on September 15. Nominations are open for the outstanding organizations and individuals who are making a meaningful impact in our workplaces and communities. I encourage you to think about those leaders who are going above and beyond and help us recognize the excellence that exists throughout our HR community
Finally, be sure to reserve your seat for our Legal Summit on October 8, 2026 This continues to be one of our most anticipated educational events of the year, providing timely legal updates and practical guidance that every HR professional can immediately apply. If you've attended in the past, you already know the tremendous value this event provides. If you haven't, this is the year to join us.
Thank you for your continued commitment to GOSHRM and to advancing our profession Every event, every conversation, and every connection strengthens our community and reminds me why I am so honored to serve as your President
The future of HR isn't something we wait for
It's something we create; together.
Dr. Lynn Johnson
Dr. Lynn Johnson, Ph.D., SHRM-SCP 2026 President, SHRM Greater Orlando
Organizations across all industries are facing challenges related to burnout, disengagement, toxic work environments, and employee retention. As companies continue to navigate post-pandemic leadership and workforce changes, leaders and HR professionals must prioritize organizational core values to improve culture, employee wellness, communication, and long-term organizational success
One of the greatest mistakes organizations make is treating core values as words on a wall rather than as behaviors integrated into daily operations Organizational culture is not built by slogans; it is built by leadership behaviors, communication patterns, accountability systems, and the values consistently modeled throughout the workplace
I remember working with leaders from a major medical diagnostics company that experienced explosive growth of more than $5 billion in just two years From the outside, the organization appeared highly successful However, internally, they struggled to retain quality talent because the workplace culture had become emotionally unhealthy and disconnected Employees were burned out, morale was low, communication was strained, and leadership lacked emotional intelligence.
That is when the transformation began
We facilitated a leadership retreat focused on redefining and revamping the organization’s core values while helping leaders better understand emotional intelligence, communication, accountability, and self-awareness. Most importantly, we created systems to integrate those values into daily operations not just employee manuals or conference room posters
The results were extraordinary Employee morale, retention, communication, and satisfaction rates increased dramatically Leaders became more intentional, employees felt valued again, and the culture shifted from pressure-driven performance to people-centered leadership
Today’s workforce wants more than compensation. Employees want purpose, wellness, growth, connection, and healthy work environments where they can thrive This is why HR managers and organizational leaders must become culture architects, helping organizations intentionally integrate core values into leadership development, employee engagement, communication, recognition systems, and workplace wellness initiatives.
Organizations that prioritize emotional intelligence, self-care, accountability, and value-driven leadership build stronger teams, healthier cultures, and sustainable success
Healthy people build healthy cultures And healthy cultures build exceptional organizations.
Darrell "Coach D" Andrews is an Orlandobased consultant, speaker, and fractional culture leader He is the author of the books "Post-Pandemic Leadership" and "The SelfCare Movement!" Via speeches, training, and coaching, he helps companies and organizations go from "Thank God It's Friday" to "Thank God It's Monday" via strategic implementation of culture initiatives.
p y g q y The employee who keeps optimizing a life they never paused to design.
The financial side is necessary It is not sufficient People do not retire from a paycheck They retire from an identity, a rhythm, a community, and a daily reason to put their feet on the floor The same is true, in a quieter way, for people still in the workforce Five areas are worth weaving into how you think about employee wellbeing, leadership development, and pre-retirement support.
Purpose beyond the paycheck. Work answers the question of who someone is before they finish the sentence When that answer shifts, people need somewhere else to put their sense of contribution That might mean sponsoring genuine development conversations, not just performance reviews. For pre-retirees, it might mean helping them explore consulting, board service, volunteering, or the creative work they shelved twenty years ago
Wellness as a non-negotiable, not a perk. The strongest predictor of how someone will navigate any major transition is whether they have a baseline of physical and emotional health to navigate it with Wellness benefits get treated as a recruiting story. They should be treated as a longevity strategy.
mornings a week, plays tennis twice weekly, and consults on projects he finds meaningful He told me the hardest part was admitting that his financial security meant nothing without a life worth living.
That admission is not unique to retirement It is one most of us will face at some point, in some form The work, for HR and for the people you serve, is to make it easier to face earlier, with more support, and with a clearer sense of what comes next What would change in your benefits strategy if you treated "a life worth living" as the actual outcome you were designing for?
Social connections people actively maintain Loneliness is now considered a public health crisis, and work is the largest source of regular human contact in most adult lives When people leave, that
Based in the Orlando, FL area, Leslie Mizerak works with individuals and organizations to manage and lead through change, build enhance their leadership competencies, and build emotional intelligence Having been in the leadership development space for over 30 years, “it has been such an honor to see the growth and change in people through their actions ”In coaching, she uses a thoughtful and focused approach to helping clients achieve their goals She supports her clients as they navigate strategic, organizational, and interpersonal challenges/ opportunities A little about her coaching style She’s been described as a straight-shooter with a relaxed, conversational style to my coaching Which really means, “I say what’s on my mind, but I’m nice about it ” Leslie lives by the values of Learning, Growth, and Fun - her personal motto is: Life is too short not to have fun!
In my years of working across Florida's nonprofit and workforce development landscape, one truth has stayed constant: the biggest barrier between a motivated job seeker and a good employer is often a checkbox. Fair chance hiring is about changing that, and a statewide Florida program is making it easier than ever for employers to take that first step.
What is Fair Chance Hiring?
Fair chance hiring means evaluating job seekers on their skills and qualifications not automatically screening a candidate out because of criminal history Nationally, more than 70 million Americans have a criminal record In Florida alone, approximately 20,000 individuals are released from the Department of Corrections (FDC) and return to our local communities each year Research is clear: employment is one of the strongest predictors of successful reentry, reducing recidivism and creating stability for individuals, families, and communities
For HR professionals, fair chance hiring is not a leap of faith It is a structured, supported talent strategy And Florida has built one of the most compelling models in the country to back it up
Meet Florida HIRES
Florida HIRES (Helping Inmates Realize Employment Success) is a collaborative workforce development initiative between the Florida Department of Corrections and CareerSource Florida, the state's workforce investment board. Managed by WIN Learning, a national career readiness company, and delivered through local CareerSource workforce boards, technical training providers, and community partners, Florida HIRES provides justice impacted individuals with industry-recognized skills training and intensive employability services prior to release
The results speak for themselves with program completers being hired into construction, commercial driving, heavy equipment operation, electrical, and other high demand jobs by employers across Florida – large and small
Program Spotlight: Real Skills, Employer-Ready Candidates
Two programs are particularly relevant for Greater Orlando HR professionals:
Commercial Driver License (CDL Class B) -- Kissimmee Community Release Center: In partnership with Fleetforce Truck Driving School, CareerSource Central Florida, and the Osceola Tax Collector, participants earn their Class B CDL while still in custody of FDC These candidates are carefully screened, trained, credentialed, and after completion are immediately available for work through FDC supervised community work release For employers struggling with driver shortages, this is a ready to work now pipeline.
Electrical Helper -- Central Florida Reception Center (Orlando): Through partnership with Miller Electric, the Electrical Training Alliance Central Florida, iBuild Central Florida, and Milwaukee Tools, participants complete extensive hands-on electrical helper training and are interview-ready before they walk out the door Employers can connect with and hire completers pre-release, shrinking the time gap between release date and first day on the job
Florida HIRES also includes heavy equipment operation training at Polk Correctional Institution with most completers returning to the St Petersburg / Tampa area, plus programs in core construction and carpentry (St Petersburg), warehousing and logistics (Jacksonville), and other industry sectors aligned to regional employer demand
