HRPM Dec 2025 High Res wHyperlinks by Cynthia Thompson

Background Screening doesn’t have to be stressful...

...you just need the perfect package.

Stop juggling multiple vendors and fighting with tangled, redundant systems. Data Facts bundles your background checks, drug screening, ID verification and more into one seamless experience that’s custom-fit to your organization’s needs. Our 36 years of experience, U.S. based sta , and commitment to compliance help us serve our clients every day, at every turn. When it comes to accuracy, speed, and compliance, Data Facts delivers the total package. Why settle for less?

SET SAIL FOR PROFESSIONAL GROWTH

Elevate your HR expertise on board a sailing designed for professional growth and connection.

Earn recertification credits, sharpen your skills with leading voices in HR, and build your professional network — all in one experience. Join us for one of THREE exciting sailings

March 7-12, 2026

Puerta Costa Maya & Cozumel, Mexico

March 16-21, 2026

Perfect Day at Coco Cay, Bahamas Labadee, Haiti

May 15-22, 2026

Juneau, AK | Skagway, AK Dawes Glacier Victoria, B.C.

HIGH DEDUCTIBLE HEALTH PLAN (HDHP) LIMITS

Editor Cynthia Y. Thompson,

Reach out to us for more information on any of these limits.

Kristen

Contact HR Professionals Magazine:

To submit a letter to the editor, suggest an idea for an article, notify us of a special event, promotion, announcement, new product or service, or obtain information on becoming a contributor, visit our website at www.hrprofessionalsmagazine.com. We do not accept unsolicited manuscripts or articles. All manuscripts and photos must be submitted by email to Cynthia@hrprosmagazine.com. Editorial content does not necessarily reflect the opinions of the publisher, nor can the publisher be held responsible for errors.

HR Professionals Magazine is published every month, 12 times a year by the Thompson HR Firm, LLC. Reproduction of any photographs, articles, artwork or copy prepared by the magazine or the contributors is strictly prohibited without prior written permission of the Publisher. All information is deemed to be reliable, but not guaranteed to be accurate, and subject to change without notice. HR Professionals Magazine, its contributors or advertisers within are not responsible for misinformation, misprints, omissions or typographical errors. ©2025 The Thompson HR Firm, LLC This publication is pledged to the spirit and letter of Equal Opportunity Law. The following is general educational information only. It is not legal advice. You need to consult with legal counsel regarding all employment law matters. This information is subject to change without notice.

We are excited to feature the SHRM Foundation in our December issue. ‘Tis the season of giving. Please remember to make your annual donation to the SHRM Foundation this month! The SHRM Foundation offers scholarships, grants, and awards that help HR professionals gain the skills they need to take their career to the next level and make impactful changes in the workplace that lead to positive social change.

What an honor to feature Wendi Safstrom, President of the SHRM Foundation, on our December cover. She is responsible for the development and implementation of the SHRM Foundation’s programs, development, and marketing and communication strategies in support of the SHRM Foundation mission and vision, creating growth plans and ensuring alignment with SHRM goals.

November was a very busy month in the HR community. We were honored to cover the 16th Annual WTSHRM Fall Conference in Jackson, TN, November 4 and the 2025 SHRM-Memphis HR Excellence Awards on November 6. We also have highlights from the first-ever SHRM BLUEPRINT event in Louisville, Kentucky October 26-29 on Pages 36-37.

SET SAIL FOR PROFESSIONAL GROWTH

We are bringing you three exciting complimentary webinars in December that you don’t want to miss! They are all pre-approved for HRCI Business Credit and SHRM PDCs. Watch your email for your invitation to each of these exciting webinars! Our focus in the January 2026 issue will be labor and employment law.

Mark your calendars for these dates:

Dec 9 at 2 PM CT/3 PM ET

Seasonal Sanity: Protecting Your Mental Health Through the Holidays presented by SafeHaven Security Group.

Dec 11 at 2 PM CT/3 PM CT

From Tasks to Ownership: Leading Growth Culture to Win Retention & Relevance by Brad Federman

Dec 18 at 2 PM CT/3 PM CT

Employee Engagement Drivers for 2026 sponsored by Data Facts and presented

Elevate your HR expertise on board a sailing designed for professional growth and connection.

Wishing everyone a beautiful holiday season with your loved ones!

cynthia@hrprosmagazine.com

Earn recertification credits, sharpen your skills with leading voices in HR, and build your professional network — all in one experience.

growth and connection.

Earn recertification

Wendi SAFSTROM

President, SHRM Foundation

Wendi Safstrom is a senior non-profit leader committed to serving the public through philanthropic program management, cultivating strategic partnerships, and managing and developing high performing teams. She has both association and nonprofit management experience including; national program development and administration, membership strategy, marketing and product development, grant management, development and donor stewardship, and leading cross functional teams. Safstrom currently serves as President for the Society for Human Resource Management Foundation (SHRM Foundation), where she is ultimately responsible for the development and implementation of SHRM Foundation's programmatic, development, and marketing and communication strategies in support of SHRM Foundation's new mission and vision, creating growth plans and ensuring alignment with SHRM goals.

Prior to assuming the role at SHRM Foundation, Safstrom served as Vice President at the National Restaurant Association and National Restaurant Association Educational Foundation, and was responsible for all Foundation programming, including workforce development initiatives, scholarship and event management, community relations and engagement initiatives. Safstrom was instrumental in the reorganization and relocation of operations from Chicago, Illinois to Washington, D.C., transforming the staff and culture.

Safstrom has also held human resource management roles with the Leo Burnett Company and Hyatt Hotels Corporation in Chicago, Illinois. She has a BS in Business Administration from the Eli Broad School of Business at Michigan State University. and was recognized as a member of the "Power 20" by Restaurant Business Magazine as a leader in philanthropy within the restaurant industry. Safstrom serves on the board of directors for Global MindED and the board of directors for the Center to Advance CTE. 

WGU President Scott Pulsipher to Share Key Insights on Talent Innovation at SHRM’s Talent 2026 Conference

SHRM announces Scott Pulsipher, President of Western Governors University (WGU), will take the Main Stage as a leading voice in education technology and workforce development at the SHRM Talent 2026 Conference & Expo. The conference will take place from April 19-22, 2026, in Dallas, Texas and virtually, bringing together HR professionals and talent managers to explore the future of talent management.

Pulsipher will lead a multifaceted session, Unlocking Human Potential: Rethinking Talent in a Skills-First Economy. The session will challenge traditional assumptions about workforce readiness and explore how employers and education providers can collaborate to build more effective talent pipelines. As organizations increasingly adopt skills-based hiring, Pulsipher’s insights will provide HR leaders with actionable strategies to navigate this evolving landscape.

“At SHRM, we know unlocking human potential requires rethinking how we find, grow, and support talent –especially in overlooked and untapped communities. Scott Pulsipher’s work at WGU shows what’s possible when you prioritize skills, access, and real opportunity,” said Jim Link, SHRM-SCP, CHRO of SHRM. “His insights will help HR leader s take meaningful, actionable steps to bring more people into the workforce and help them succeed.”

Since 2016, Pulsipher has led WGU, the nation’s premier nonprofit, competency-based university, using technology and data to improve student completion and graduate returns. Before his tenure at WGU, he accumulated more than 20 years of leadership experience at technology-focused companies, including Amazon. Pulsipher’s perspective is crucial as HR professionals seek to infuse skills development and AI into every stage of their talent management processes.

During his presentation, Pulsipher will discuss how flexible pathways, such as stackable credentials and work-based learning, can address critical skills gaps. Following his address, he will participate in a moderated fireside chat to delve into the practical implications for HR professionals, concluding with a Q&A session to tackle unique workforce challenges. His expertise aligns with the conference’s core mission to empower HR professionals with the tools to revolutionize their talent strategies in an era of rapid technological and economic change.

Talent 2026 will feature more than 85 sessions, networking opportunities with global peers, and access to innovative solutions from more than 90 exhibiting companies. The event focuses on equipping attendees with strategies to leverage data, AI, and human-centric approaches to build resilient and agile workforces.

Meet the SHRM Ohio State Council

CECILIA VOCKE, SHRM-SCP, SPHR State Council Director

JOAN BERRY KALAMAS, SHRM-SCP District Director

PAYNE Certification Director

SEERY Director-Elect

KATHLEEN DASHNER, SHRM-SCP, SPHR District Director

GEIST College Relations Director

TONY FIORE, ESQ. Director, Governmental Affairs

KAREN FAGNILLI, SHRM-SCP Past State Council Director

ANDREA GURCSIK, SHRM-SPC District Director

MEDORO Communications Director and Technology Director

BRITTANY MARCELLINO, SHRM-SCP, PHR Membership Director

JOYCE WHITAKER District Director

PALMER JR., SHRM-CP Ohio HR Conference Chair

RENEE WEST, SHRM-SCP Workforce Readiness Director

JEANNIE

JENNIFER

LYNN

MICHAEL

ROBERT

Winners of the 2025 SHRM Impact Awards Recognized for Exceptionally Bold, Human-Centered Work

SHRM recently announced the winners of the 2025 SHRM Impact Award, recognizing Chapters and State Councils for their outstanding, purpose-driven contributions to the HR profession and broader communities.

“The SHRM Impact Award celebrates the extraordinary leadership and innovation demonstrated by our Chapters and State Councils across the nation,” said Gloria Sinclair Miller, SHRM-SCP, SHRM’s Vice President, Membership & Customer Community Experience. “These honorees are not only advancing the HR profession—they are transforming lives, strengthening communities, and setting new standards for purpose-driven action. Their commitment to building better workplaces and a more inclusive world of work exemplifies the very best of SHRM’s mission. We are proud to recognize their achievements and inspired by their vision for the future of work.”

This year’s ten winning initiatives demonstrate exceptional leadership and innovation across a range of critical areas:

· Allatoona SHRM and SHRM Calhoun County

o Honored for their innovative partnerships with correctional institutions, providing job readiness support to facilitate successful inmate reentry.

· Kosciusko HRA

o Recognized for its impactful jail chemical addiction program aimed at workforce integration.

· Texas SHRM State Council and SHRM California State Council

o Jointly recognized for their disaster response efforts, demonstrating exceptional cross-state coordination in addressing severe flooding and wildfires and setting a new standard for resilience and crisis support.

· Anchorage SHRM

o Stood out for its career coaching programs helping displaced workers and students.

· CenTex SHRM

o Introduced a bilingual training roadshow to empower small business owners.

· Dodge County SHRM

o Celebrated for its advocacy securing childcare stabilization funding.

· Great River Human Resources Association

o Earned recognition for developing peer-based mentorship micro-communities.

· Greater Pensacola SHRM

o Honored for launching a youth mentorship initiative.

· Workforce Development

o Kansas State Council of SHRM scaled its HR Registered Apprenticeship Program, broadening access to critical HR training. Greater Richmond SHRM developed a scalable toolkit to foster organizational inclusion, setting new standards for I&D practices.

These award-winning initiatives exemplify how HR leadership can drive positive change, strengthen communities, and shape the future of work.

The 2025 SHRM Impact Award winners will be formally honored at the SHRM Volunteer Leaders’ Business Meeting (VLBM) in Cancun. Finalists and Honorable Mentions will also be recognized.

SHRM Foundation and Elizabeth Dole Foundation Join Forces to Empower America’s 100 Million Caregivers in the Workplace

The SHRM Foundation and the Elizabeth Dole Foundation launched a transformative national initiative designed to elevate and empower America›s caregivers in the workplace. This strategic partnership addresses a pressing challenge: supporting the more than 100 million Americans who balance careers with caregiving responsibilities – including 14.3 million who care for service members and veterans.

Together, the organizations are driving awareness, advancing training and support systems, and championing employer practices that enable caregivers to find, retain, and thrive in meaningful work across every industry. The partnership, unveiled at the Supporting Caregivers in the Workforce Summit in Washington, D.C., centers on six strategic pillars:

awareness building, training and support, recruitment and retention, thought leadership, coalition and movement building, and continued support for military and veteran caregivers.

“Every career intersects with care,” said Wendi Safstrom, President of SHRM Foundation. “Every worker either has been, is, or will be in the position of caring for a friend or loved one. Employers have both an opportunity and a responsibility to build workplaces where caregivers are seen, supported, and set up for success. Through this partnership with the Elizabeth Dole Foundation, we’re uniting two missions rooted in compassion and purpose to ensure that working caregivers have the support they need to stay, contribute, and thrive.”

The initiative draws on groundbreaking research released by SHRM in April 2025, which revealed over 40% of working caregivers report their responsibilities hinder career advancement. The studies, titled Care and Careers: Navigating Caregiving and Work Responsibilities and The Caregiving Imperative: Organizational Solutions for Supporting Caregivers and Elevating Business Performance, also found organizations taking proactive approaches to caregiver support report significantly better outcomes in employee engagement, recruitment, and retention.

“Military and veteran caregivers are often the first to face the realities that millions of working Americans are now navigating. At the Elizabeth Dole Foundation, we’ve seen how the right support can make all the difference—and we’re committed to learning and sharing what works to keep caregivers in the workforce and families strong. Together

About the SHRM Foundation

SHRM Foundation empowers Human Resources as a force for social good. As the nonprofit arm of SHRM, the world’s largest HR professional society, the Foundation believes that HR holds a unique position to lead change in the face of complex challenges within the world of work. The organization mobilizes and equips HR to ensure the prosperity and thriving of talent and workplaces. The Foundation works by widening pathways to work for more skills-first candidates and more kinds of talent; tackling societal challenges, with a current focus on workplace mental health and wellness; and strengthening the HR field with even more diversity, growth, and readiness to address these needs. SHRM Foundation works with SHRM, courageous partners, and bold investors to generate awareness, action, and impact to build a world of work that works for all. Discover more at SHRMFoundation.org

with the SHRM Foundation, we’re bringing those lessons to every workplace—recognizing caregivers as essential talent and aligning policies to match,” said Steve Schwab, CEO of the Elizabeth Dole Foundation. When employers design with caregivers in mind, they build teams that are more resilient, more competitive, and better for the nation.”

The October 30 Summit convened leaders from government, business, and nonprofit sectors to foster candid dialogue about caregiving challenges and workplace solutions. The closed-door event featured panels on government policy solutions, organizational best practices, and the financial implications of caregiving, along with fireside chats with C-suite executives and thought leaders.

Building on the momentum from the Summit, SHRM and the SHRM Foundation hosted a public webinar on November 12, 2025, at 12:30 PM ET featuring SHRM Foundation President, Wendi Safstrom, Emily M. Dickens, SHRM’s Chief of Staff and Head of Government Affairs, and Elizabeth Dole Foundation CEO, Steve Schwab. The explored key findings from SHRM’s caregiving research and provided actionable guidance for HR professionals seeking to support working caregivers.

About the Elizabeth Dole Foundation

The Elizabeth Dole Foundation is the preeminent organization empowering, supporting, and honoring our nation’s 14.3 million military and veteran caregivers—the spouses, parents, family members, and friends who care for America’s wounded, ill, or injured service members and veterans. Established by Senator Elizabeth Dole in 2012, the Foundation works to empower military and veteran caregivers, their families, and their communities through programs, partnerships, and advocacy that drive innovative, impactful, and sustainable solutions. The Foundation’s Hidden Heroes public awareness campaign brings vital attention to the untold stories of military and veteran caregivers, galvanizing action to strengthen support for them in communities across the nation. Visit elizabethdolefoundation.org for more information.

2026 AWARD YEAR

INSPIRING, EDUCATING & EMPOWERING LEADERS THROUGH

SCHOLARSHIPS, GRANTS, & AWARDS

500K+

in educational opportunities, training, and valuable resources

350+

Emerging Professional & Student Guidance

Academic Scholarships

Undergraduate Scholarships

Graduate Scholarships

SHRM Foundation o ers vital educational opportunities, training, and resources to equip the next generation of HR leaders with the skills they need to take their career to the next level and make impactful changes in the workplace.

By o ering certiﬁcation, academic, and professional development scholarships and grants to HR professionals and students, the program aims to position the HR ﬁeld as an impactful, accessible, and rewarding profession full of opportunity through diverse and inspirational student and career experiences.

Jan 12, 2026

Mar 13, 2026

Susan R Meisinger Scholarship for Graduate Studies Jan 12, 2026 Mar 13, 2026

Professional Development Grants

Annual Conference Grants

Student Membership Grant

Professional Membership Grant

SHRM CP or SHRM-SCP Certification Grant #1

Jan 12, 2026

Mar 13, 2026

Jan 12, 2026 Mar 13, 2026

Apr 13, 2026 Jun 12, 2026

Blueprint Conference Grant Apr 13, 2026 Jun 12, 2026

SHRM CP or SHRM-SCP Certification Grant #2 Aug 10, 2026 Oct 16, 2026

Specialty Credentials Aug 10, 2026 Oct 16, 2026

Fellowship Awards

HR Tomorrow Leadership Program

Losey HR Research Fellowship Program

Jan 12, 2026

Mar 13, 2026

Jan 12, 2026 Mar 13, 2026

Please note: Sc holarship and gr ant offerings are subject to change. Awards listed on this cale ndar may be updated, revised, or discontinued without prior notice.

SHRM Foundation offers more than $ 6 00,000+ in academic and professional development scholarships and grants to students, emerging and career HR professionals to help them achieve career success.

To learn more, scan the code to the right with your device’s camera.

DAVID ESTEL

Congratulations to David Estel! We’re excited to recognize David Estel, Vice President of Human Resources at Data Facts. as the recipient of the George Mabon Executive Award at the 2025 SHRM-Memphis HR Excellence Awards! This is the most prestigious recognition given by the SHRM-Memphis Chapter.

David is also the co-host of the monthly webinars presented by HR Professionals Magazine and sponsored by Data Facts. He also serves as the Treasurer of SHRM-Memphis.

David’s exceptional leadership, strategic insight, and commitment to fostering a culture of excellence exemplify what it means to lead with purpose. His influence and dedication continues to elevate the HR profession across the Mid-South.

Join us in celebrating David and all the outstanding nominees at the 2025 SHRM-Memphis HR Excellence Awards on Thursday, November 6th.

Smart Screening Keeps Every Season Merry and Bright

Already searching for that “perfect gift” for your loved one, to make sure you get it just right?

The holiday season is a perfect reminder that consistency, care, and attention make all the difference. This is true not just in gift giving, but in background screening, too. While many organizations think of screening as a one-time step in hiring, it’s actually an ongoing process that protects your business, your people, and your reputation all year long. Smart screening evolves with your workforce and your risks.

How should you manage and maintain your background screening policies and processes to make every season merry and bright (instead of drab, risky, and, well, litigious)? Read on!

Why Smart Screening Is NOT Set-It-and-Forget-It

Background screening is a dynamic process that should reflect current laws, job duties, and workforce changes. Policies that worked last year may not cover new compliance standards or emerging risks today. You need to manage big initiatives and small tasks all year long.

Yearly

Review and Refresh

Each year, review your company’s background screening policy to make sure it aligns with federal, state, and local regulations.

• Evaluate any updates to FCRA, EEOC, or state-specific laws.

• Revisit your adjudication matrix.

• Ensure your consent forms are up to date.

• Consider whether your vendor still meets your compliance and service expectations.

• Add new products and technology as needed to meet your demands.

A yearly refresh keeps your background screening program strong, compliant, and defensible.

Quarterly Audit and Calibrate

Quarterly reviews can spot inefficiencies before they become major issues. Take time to audit your screening reports for accuracy, turnaround times, and any patterns that could indicate process breakdowns. Are certain searches taking longer than expected? Are there recurring discrepancies between candidate-provided information and verified results? Use these insights to fine-tune your adjudication process and update internal workflows. It’s also a great time to check for new regulations in the states and cities where you hire or operate. Quarterly calibration ensures your program remains responsive, fair, and operationally smooth as hiring needs shift.

Monthly

Train and Communicate

Monthly check-ins keep your hiring and compliance teams aligned and informed. They also help reinforce that background screening is a shared responsibility.

Use monthly sessions to:

• Offer micro-training on key topics like proper adverse action procedures, candidate communication, and documentation retention.

• Clarify responsibilities between HR, compliance, and hiring managers so each role supports the screening process consistently.

• Share recent updates from your background screening provider or changes in federal and state regulations.

• Review common errors or delays to identify process improvements before they become compliance issues.

• Reinforce company values around fairness, privacy, and candidate care to keep screening aligned with your culture and brand.

Regular communication ensures that everyone involved in hiring works from the same playbook, which reduces risks and increases accountability in the screening process.

Weekly

Compliance and Candidate Volume

Seasonal hiring spikes, remote expansion, or role reclassifications can all change your screening needs.

• Check in on your hiring volume and any relevant compliance updates in the jurisdictions where you operate. Staying aware of weekly trends helps ensure your program remains scalable and flexible.

• Work closely with your screening partner to track turnaround times and verify that the candidate experience stays smooth during busy periods.

Weekly oversight may sound granular, but it’s a simple way to catch small issues early and maintain efficiency across high-volume hiring cycles.

Daily

Accuracy and Candidate Care

A positive candidate experience reinforces your company’s reputation and reduces anxiety during what can be a stressful process. Remember, smart screening is about more than just compliance (although that is crucial). It’s about creating a trustworthy and professional hiring journey that reflects your organization’s values from the first step.

Quick Tips for Creating a Smart Hiring Process

Building a smarter, safer hiring process doesn’t have to be complicated. Here are a few quick ways to strengthen yours:

• Standardize your screening policy. Use clear, written guidelines so hiring managers can apply them fairly and consistently.

• Automate where possible. Leverage your background screening provider’s technology to streamline processes, reduce manual entry, and minimize human error.

• Integrate compliance checkpoints. Add review steps at critical points (like before sending adverse action notices) to ensure every decision is fully compliant.

Every day, your team interacts with candidates, and that experience matters. Focus on accuracy, transparency, and responsiveness in every interaction. Double-check data entries, respond promptly to candidate inquiries, and ensure that any disputes or corrections are handled with care.

• Prioritize candidate communication. Keep applicants informed about timelines and next steps. Transparency builds trust and improves the candidate experience.

• Reassess role-specific needs. Adjust screening packages to fit each position’s risk level. Avoid a “one-size-fits-all” approach.

• Partner with a trusted provider. Choose a background screening company that stays ahead of regulatory changes and offers consultative support, not just reports. Fold these steps into your standard hiring rhythm to build a confident, efficient, and people-focused process.

Smart Screening Is More Than a Holiday Checklist

Maintaining an exemplary background screening program takes a year-round commitment to compliance, safety, and integrity. By revisiting your program regularly and partnering with a trusted provider like Data Facts, you’ll ensure your hiring stays bright, your compliance stays strong, and your business shines every season. Because when it comes to protecting people and building trust, an on-point, relevant policy is the gift that keeps on giving.

CREATING A FUTURE OF WORK

TH A T W O R KS F O R A L L

At SHRM Foundation, we believe people are our country’s greatest asset, and that every worker deserves the opportunity to realize their full potential and thrive. We partner with employers, HR leaders, and changemakers to build skills-ﬁrst, thriving-centered workplaces where every person is seen, supported, and empowered—creating the conditions for stronger businesses, more resilient communities, and a more competitive nation.

W IDENIN G

PATH W AY S

T O W OR K

• Skills First Talent Strategies

• Untapped Pools of Talent

S TR E N G THENIN G

TH E HR F I EL D

• Scholarships and Grants

• Awards and Recognition

• HR Tomorrow and Losey Fellowships

• HR Registered Apprenticeship

THRIVIN G

T O G E TH E R

• Mentally Healthy Workplaces

• Supporting Working Caregivers

• Addressing Social Drivers of Health

• Ensuring Quality Jobs

Congratulations Brittany Arnold, MBA, PHR!

Brittany Arnold, MBA, PHR

Human Resource Manager Support Solutions, LLC Jackson, Tennessee

Congratulations to Brittany Arnold, MBA, PHR, on passing her HRCI PHR Exam!

Brittany attended our Online HRCI | PHR | SPHR Certification Class in 2024. She is a performance-driven HR Manager with progressive leadership experience driving HR strategies by executing corporate human resource initiatives.

Brittany is a Human Resource Manager with Support Solutions, LLC in Jackson, Tennessee. She is a trusted advisor who connects with others at all levels to fulfill organizational needs. Brittany excels at employee engagement and satisfaction by fostering strong employee relations and building confidence through coaching. She is innovative and collaboration-driven to provide solutions to business challenges.

Brittany is a graduate of Bethel University, College of Professional Studies and received her Master of Business Administration in 2012.

Support Solutions serves the IDD and mental health communities of Tennessee and North Carolina. They are committed to providing exceptional services tailored to the patient’s needs.

Brittany is a member of the West Tennessee SHRM Chapter in Jackson, TN.

Online HRCI PHR | SPHR Certification Prep Class

Online classes begin February 18, 2026 and will meet twice per week for 8 weeks on Monday and Wednesday evenings from 6:00 PM to 7:00 PM.

HRCP 2026 Study Materials included:

• Six Study Guides • Online practice exams for each Study Guide • 100s of Flashcards

• HRCP materials that are among the most effective study guides available and are easy to read and understand

The total cost of the HRCI PHR | SPHR Certification Prep Class is $900 plus shipping ($25.00).

You may pay by PayPal, Credit Card, or Check.

Guarantee

If you fail the exam, you may retake the class as long as you – Attend 80% of the scheduled online classes – Score 80% on all HRCP practice quizzes during the program

Deadline to register is February 16, 2026

Contact cynthia@hrprosmagazine.com OR visit our website at www.hrprofessionalsmagazine.com

About the instructor:

Cynthia Y. Thompson is Principal and Founder of The Thompson HR Firm, a human resources consulting company in Memphis. She is a senior human resources executive with more than twenty years of human resources experience concentrated in publicly traded companies. She is the Editor | Publisher of HR Professionals Magazine, an HR publication distributed to HR professionals and SHRM members in the U.S.

Cynthia has an MBA and is certified as a Senior Professional in Human Resources (SPHR) by the Human Resource Certification Institute and is also certified as a Senior Certified Professional by the Society for Human Resource Management. She is a faculty member of Christian Brothers University. Cynthia was appointed to serve on the Tennessee DOHR Board of Appeals by Gov. Bill Haslam in 2014.

EBalancing Benefits and Budgets: Compliance

Considerations for Implementing Spousal Surcharges and Carve-Outs in Group Health Plans

BY ANNE HENSLEY

mployers sponsoring group health plans often look for ways to control rising healthcare costs. One strategy is imposing restrictions or additional premiums on spousal coverage. This is especially relevant for plans with generous dependent coverage or where many employees elect family coverage. Two common approaches are spousal surcharges and spousal carve-outs. These strategies, however, raise important compliance and administrative considerations under federal laws like the Affordable Care Act (ACA), Health Insurance Portability and Accountability Act (HIPAA), Employee Retirement Income Security Act (ERISA), and applicable state laws.

Spousal surcharges A spousal surcharge requires employees to pay an extra premium if their spouse is covered under the employee’s plan but has access to health insurance through their own employer and chooses not to enroll. This surcharge encourages spouses to use their own employer’s coverage, which may help reduce costs for the sponsoring employer.

Spousal carve-outs Spousal carve-outs are restrictive provisions that limit or remove spousal coverage. Common types include:

1. Complete elimination of spousal coverage

2. Excluding spouses with access to other employer-sponsored coverage

3. Excluding spouses unless they enroll in their own employer’s plan, making the employee’s plan secondary

Compliance considerations Affordable Care Act (ACA)

According to the ACA’s Employer Shared Responsibility mandate, or “pay or play” rules, any Applicable Large Employer (ALE) who does not offer specific types of coverage to full-time employees and their dependents may be subject to a tax penalty. Spousal carve-outs and surcharge provisions generally do not affect an employer’s “pay or play” analysis because the law does not require employers to offer coverage to spouses.

In some cases, a spousal exclusion may benefit the employee if the additional cost to add the spouse exceeds what the spouse would pay on the Exchange with a premium tax credit (PTC). However, if the employer offers an opportunity to enroll in coverage, this may eliminate the spouse’s ability to receive a PTC if the coverage to the employee (and dependents) is considered affordable under the ACA.

A spousal surcharge might affect a plan’s grandfathered status if the employer adds a surcharge that reduces the employer contribution by more than five percent for any tier of coverage compared to what the employer contribution was on March 23, 2010. 1

HIPAA special enrollment rights As required by HIPAA, plans must allow special enrollment outside open enrollment for qualifying events. Implementing a spousal carve-out triggers a special enrollment opportunity for the spouse to enroll in their own employer’s plan mid-year. This is not the case for a surcharge. The employee may have to pay the higher spousal surcharge until the next enrollment period for the spouse’s employersponsored plan.

COBRA The Consolidated Omnibus Budget Reconciliation Act (COBRA) generally requires group health plans sponsored by employers with 20 or more employees in the prior year to offer employees and their families a temporary extension of health coverage in certain instances where coverage would otherwise end. COBRA continuation coverage must be offered when coverage ends due to qualifying events. Loss of coverage due to a spousal carve-out is not a COBRA qualifying event for the spouse.

State law issues Some states prohibit marital status discrimination, which could affect the legality of spousal surcharges or carve-outs. ERISA generally preempts state laws for self-insured plans, allowing carve-outs or surcharges despite state restrictions. Employers should consult legal counsel to confirm compliance with state insurance and employment laws.

ERISA and Section 125 plan amendments

ERISA requires plan eligibility rules to be documented in the plan document and Summary Plan Description (SPD). Employers should amend these documents before implementing spousal surcharges or carve-outs. For example, if carrier documents indicate spouses are covered, those documents would need amendment; if silent, the wrap document should describe the spousal carve-out. Any amended plan document requires a corresponding SPD amendment or issuance of a Summary of Material Modifications (SMM). When reducing benefits, the SMM should be provided within 60 days of the change. 2

Section 125 cafeteria plan documents may also need amendment if they promise spousal medical benefits.

Medicare Secondary Payer (MSP) rules MSP rules require employers with 20 or more employees to offer the same group coverage to employees and spouses aged 65 and older as to younger employees. Surcharges or carve-outs targeting spouses eligible for Medicare may raise MSP compliance issues. Employers should consult legal counsel to avoid potential violations.

HR administrative and employee relations considerations Implementing spousal surcharges or carve-outs creates administrative challenges. Employers should: • Define what qualifies as other coverage (e.g., does a preventive-only MEC plan count?). • Establish verification processes for spouse coverage eligibility (e.g., will affidavits be required from employees and spouses?). • Decide on consequences for misrepresentation of spouse coverage status. • Update employee handbooks, HR policies, and payroll systems to reflect changes. • Communicate clearly and early with employees about eligibility rules, verification procedures, and potential penalties.

Clear communication is important to help avoid employee dissatisfaction and complaints to the Department of Labor, which could lead to audits or investigations. Employers should provide sufficient time for employees to secure alternative spousal coverage.

Conclusion As healthcare costs rise, more employers consider spousal surcharges and carve-outs to manage expenses. While these tools may help reduce costs, employers should carefully navigate federal and state legal requirements, update plan documents, and manage HR processes effectively. Transparent communication and legal consultation can be helpful for implementing these changes effectively.

1 Under the ACA, grandfathered plans do not have to comply with certain provisions of the law. Plans lose their grandfathered status if they choose to make significant changes that reduce benefits or increase costs for participants.

2 The ACA requires all health insurance sponsors to provide a Summary of Benefits and Coverage (SBC) to all plan participants. If any changes are made mid-plan year that affect the content of the SBC, the SBC must be amended and participants must be provided with at least 60 days’ advance notice. The SBC generally does not require eligibility language; however, this should be confirmed when making significant changes to the plan.

Anne E. Hensley, JD ARM

Vice President

Leader

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Learn more about how to curate a comprehensive employee experience. Contact McGriff to get started.

How One Family’s Mission to Bring Federal and State Support to Families

Became an Employer’s Essential Benefit Partner

Across the country, families are running into the same obstacle: federal and state programs are essential, but navigating them is incredibly difficult.

The information exists, but clear, usable guidance does not. Benefits are available, yet the steps to access them are scattered, confusing, and often buried in complex policy and eligibility rules.

Most families start searching for help during major life events when stress is high, time is limited, and the margin for error is small. And as that confusion grows at home, it inevitably follows employees into the workplace.

Employees turn to HR not because HR teams specialize in Social Security, Medicare, or disability programs, but because in moments of crisis, employees go to the person they trust. HR leaders want to support them, yet they are limited in the guidance they can legally and practically provide. The gap between offering general information and truly helping an employee navigate federal and state systems has become a serious pressure point, one that drives avoidable costs for organizations and places unnecessary stress and financial strain on employees.

FEDlogic was created to close that gap.

Founded in 2015 by Frank and Elizabeth (EJ) Cardenas, the company began with a simple belief: families shouldn’t have to navigate these systems alone. Ten years later, that belief has expanded into a national benefits-navigation model supporting more than 700 employers and over 5 million individuals.

But the mission started long before the company did.

When Frank Cardenas’s sister was diagnosed with a severe mental disability as a child, the diagnosis itself was overwhelming, but what came next shouldn’t have been: figuring out what help was available.

His family did what any family would do. They searched. They asked questions. They visited the Social Security office. They assumed the system would guide them. It did not.

No one explained the protections and benefits available for individuals with lifelong disabilities. No one told them what to apply for, when to apply, or how one missed step could cost years of critical support. The programs were designed to help, but were too complicated to use.

Frank & Elizabeth (EJ) Cardenas, Co-founders of FEDlogic

So they built one.

This past November, FEDlogic celebrated a decade of making an impact by providing employees and their households with unlimited, confidential access to experts who spent decades working inside federal agencies.

These experts help families understand eligibility, avoid costly missteps, and access programs that provide long-term stability. Nothing to sell, just unbiased

The FEDlogic team proudly celebrates a decade of impact.

A mission that began with one family’s struggle has grown into a nationwide support system for people who need guidance, clarity, and advocacy as they navigate federal and state programs.

The result is a model that supports families while also helping organizations manage crippling healthcare costs.

The FEDlogic Difference

70%+ of ALS patients transition to Medicare as primary coverage.

1/3 of the employees who find an alternative healthcare benefit after a consult.

99% of employees are satisfied with the services and supports they received from a FEDlogic expert.

50%+ of ESRD patients switch from Employer health plans to Medicare.

99% of eligible low birth weight premature babies transition to Medicaid.

7:1

FEDlogic clients see an average of seven-toone return on investment.

Human Geography and HR: Wherever You Are, We Are

By AMY SCHABACKER DUFRANE

When I was a grade school student, geography was one of my favorite subjects. Encompassing places that seemed far away and exotic to me, it also examined how humans interacted with cultures, economies, and their environment. Little did I know as I sat at my desk that years later, this interdisciplinary field would take on yet another dimension. As we wrap up 2025 here at HRCI, I can proudly say we have traveled far and wide, meeting our global community wherever they are.

As the business-critical field of HR continues to evolve, we’ve seen similarities - as well as profound differences – around the world. Both mature and emerging regions are experiencing high demand for modern HR practices. Access to global labor markets, data analytics, cross-cultural competencies, and digital literacy top the list of concerns in even the most established markets, such as the Nordics, the U.S., the U.K., Australia, and the Netherlands.

In central Asia, Kazakhstan is seeking to align its human capital with its mining and oil production. The labor market is so competitive that university graduates may receive two or three job offers at once, raising concerns about retention and engagement. Vietnam is an emerging economy experiencing an influx of foreign-owned enterprises that are disrupting the long-standing “age and experience” pay systems, and its deeper involvement in trade agreements, including ASEAN (Association of Southeast Asia Nations), is accelerating efficiencies. The UAE (United Arab Emirates) is a thriving business hub with an unusually high reliance on expatriates, necessitating a knowledge of cross-cultural workforces.

Taking cross-cultural workforces a step further involves the impact of Western influence from the U.S. and Europe in economies - such as Eastern Asia - that have regional similarities but sometimes vastly different governments and regulatory requirements. For example, “traditional” Asian values like group orientation and teamwork become challenging when considering individual-based performance evaluations and career pathing. People management can be nuanced, varying from country to country within the region, and also heavily influenced by higher education rates for women and the rise in dual-earner families. Combining the best of both styles requires HR professionals to blend employee engagement, compliances, social mores, and cultural variations.

To borrow an idiomatic reference, this is the tip of the iceberg. This year alone, HRCI traveled to Vancouver, India, Dubai, Canada, Kuwait, and Milan, and crisscrossed the U.S. from Las Vegas to South Carolina, Texas, California, and back again. We delivered more than 160 webinars plus assisted HR professionals in Nigeria, Brazil, Morocco and more. We signed an agreement with the Liberia Institute of Public Administration to launch the HRCI program in that country and welcomed a new managing director for HRCI in India. Most of all, we supported HR professionals as they addressed new challenges, from labor market conditions to economic fluctuations and from supporting mental health programs to implementing new AI technologies.

Whether our travels have been physical or virtual, one constant prevails: the HRCI ENGAGE community. Built specifically for HR professionals, it’s a complimentary online community where you can network with your peers, learn from experts, and unlock exclusive HRCI discounts and rewards. We’re especially thrilled to see the deep regional engagement of HR professionals from Africa, Asia, Europe, Latin America, the Middle East, and North America.

HR is one of the most dynamic disciplines in any organization. We rise up in times of crisis, bridge gaps between managers and teams, drive culture change through new service offerings and innovate strategically to advance business goals. More than ever, HR needs to be proficient in the dimensions of wellness programs, ready to measure progress in workplace ethics, and know how to manage a hybrid workforce. To design and deliver these services and other relevant frameworks on a local, regional, and global basis means that being part of the HRCI community is more important than ever before.

Amy Schabacker Dufrane, Ed.D., SPHR, CAE, is CEO of HRCI® — where she is responsible for driving and disrupting the conversations about building high-performing, strategic HR teams. An engaging thought leader at the intersection of talent strategy and continuous learning, Dr. Dufrane is an award-winning leader and celebrated keynote speaker on the human side of successful business strategy in the 21st century.

A Global HR Online Community

From HRCI—the trusted leader in human resources learning and certification for over 50 years—comes a fresh, innovative online space for HR professionals around the world to connect, collaborate, and grow.

• For Every Career Stage: Emerging professionals and seasoned leaders have a place in this dynamic community.

• Forge Valuable Connections: Engage with a global network of peers and industry experts who share your vision for HR excellence.

• Develop Your Strategic Edge: Stay ahead of HR trends, address current challenges, and access resources for professional growth.

2026 LIMITS TO KNOW

401(k) LIMITS

Pre-tax contributions: $24,500 (up $1,000 from 2025)

Catch-up contributions: $8,000 (up $500 from 2025)

Exception: $11,250 for employees ages 60-63 (no change from 2025)

2026

LIMITS TO KNOW

Many beneﬁt plan limits have changed for the new Here are some limits to review for 2026:

Many beneﬁt plan limits have changed for the new calendar year Here are some limits to review for 2026:

HEALTH SAVINGS ACCOUNT (HSA ) LIMITS

Pre-tax contributions:

401(k) LIMITS

Pre-tax contributions: $24,500 (up $1,000 from 2025)

Catch-up contributions: $8,000 (up $500 from 2025)

HDHP minimum deductibles:

Single coverage: $1,700 (up $50 from 2025)

Family coverage: $3,400 (up $100 from 2025)

HDHP maximum out-of-pocket costs:

Many beneﬁt plan limits have changed for the new calendar year Here are some limits to review for 2026: out to us for more information on these limits.

Single coverage: $4,400 (up $100 from 2025)

Pre-tax contributions: $24,500 (up $1,000 from 2025)

HEALTH SAVINGS ACCOUNT (HSA ) LIMITS

Family coverage: $8,750 (up $200 from 2025)

Catch-up contributions: $8,000 (up $500 from 2025)

Catch-up contributions: $1,000 (no change from 2025)

Exception: $11,250 for employees ages 60-63 (no change from 2025)

HIGH DEDUCTIBLE HEALTH PLAN (HDHP) LIMITS

HDHP minimum deductibles:

Single coverage: $8,500 (up $200 from 2025)

Family coverage: $17 (up $400 from 2025)

Single coverage: $1,700 (up $50 from 2025)

Family coverage: $3,400 (up $100 from 2025)

HDHP maximum out-of-pocket costs:

Single coverage: $8,500 (up $200 from 2025)

Family coverage: $17 (up $400 from 2025)

Contributions: $3,400 (up $100 from 2025)

Pre-tax contributions:

Single coverage: $4,400 (up $100 from 2025)

Exception: $11,250 for employees ages 60-63 (no change from 2025)

Family coverage: $8,750 (up $200 from 2025)

Catch-up contributions: $1,000 (no change from 2025)

HIGH DEDUCTIBLE HEALTH PLAN (HDHP) LIMITS

HDHP minimum deductibles:

FLEXIBLE SPENDING ACCOUNT (FSA ) LIMITS

Single coverage: $1,700 (up $50 from 2025)

Family coverage: $3,400 (up $100 from 2025)

Contributions: $3,400 (up $100 from 2025)

HDHP maximum out-of-pocket costs:

Single coverage: $8,500 (up $200 from 2025)

Family coverage: $17 (up $400 from 2025)

Catch-up (no change

(up

Human Resources & Fall Conference

November 4, 2025

Tuesday

Human Resources & Fall Conference

TENNESSEE SOCIETY FOR HUMAN RESOURCE MANAGEMENT n coordination with : AW FIRM OF RAINEY, KIZER, REVIERE & BELL, P.L.C.

HIGHLIGHTS

EST TENNESSEE SOCIETY FOR HUMAN RESOURCE MANAGEMENT n coordination with : AW FIRM OF RAINEY, KIZER, REVIERE & BELL, P.L.C.

Join us for an informative day where we will explore timely and important HR topics, including:

HR Legal Update – Instant Replay

Join us for an informative day where we will explore timely and important HR topics, including:

HR Legal Update – Instant Replay

8:00 a.m. to 4:30 p.m. at Grant Event Center Union University 1050 Union University Dr. Jackson, TN 38305

Like reviewing game film, this session recaps the year’s key HR rulings, regulations, and legislation. See the plays that made headlines, the penalties to avoid, and leave with a clear compliance game plan.

Workplace Romance: Playing Defense Against Harassment Claims

Romantic relationships at work can create complex challenges for employers and managers. Learn how to recognize risks, set clear boundaries, and draft a winning game plan for handling dating, harassment, and misconduct in the workplace.

Coach’s Playbook: Lessons from Legal Case Studies

Test your HR knowledge by calling the plays on real-life cases that bring employment laws to life. Interactive case studies will equip you with practical strategies to apply legally defensible best practices in your workplace.

The Hidden Leadership Secret That Makes Workplace Violence Prevention Possible

Unfortunately, the threat of violence at work continues to increase, and we may feel helpless to stop it. But leaders are uniquely positioned to keep their team safe if they know this one important secret. Discover what you can do to increase the chances of preventing a violent act at your organization.

Huddle Up! Crafting a Winning FMLA Game Plan

Team up for the FMLA Case Challenge, calling the plays on real-life leave scenarios. Leave with a winning game practical strategies to keep your HR team out of penalty territory.

Explore our showcase of HR-related exhibitors. Great door prizes!

Registration Fee: $150 for WTSHRM Members $200 for non-WTSHRM Members (Join WTSHRM for only $25 at: wtshrm.org)

This program has been approved for 6

3 Janice Shipman, SHRM Foundation Chair 4 WTSHRM Board of Directors (L-R) Loni Mantooth, Communications Chair; Brian Forbis, President; Rebecca Acred, VP Membership; Candie Atherton, VP, President-Elect; Trhea Nixon, Treasurer; John Carbonell, Past President; Jennifer Howell, at Large Certification CLA Chair; Lauren Whitaker, Conference Chair 5 Rob Binkley and Nakota Wood provided an HR Update – Instant Replay 6 John Carbonell, Past President and Conference Chair John Burleson and Geoffrey Lindley discussed Workplace Romance: Playing Defense Against Harassment Claims 8 The Leadership Secret That Maks Workplace Violence Prevention Possible was the topic by Tim Keck with SafeHaven Security Group. Candie Atherton, VP, President-Elect 10 Huddle Up! Crafting a Winning FMLA Game Plan was presented by Matthew Courtner, Nakota Wood, and JV Thompson

This program has been approved for 6 recertification credit hours through HRCI and SHRM.

Rainey Kizer attorneys (L-R) Nakota Wood & Rob Binkley and employees Alicia Robinson & Deeana Denton.

11 WTSHRM Awards (L-R) Brian Forbis, Pillar of Participation Award; Lauren Whitaker, Ignite Award; Tracey Mebane, Commitment to Community Award, John Carbonell, Lifetime Achievement Award; Rebecca Acred, VP for Membership 12 Lunch entertainment was provided by Donnell Century

Click

The HR Policy Association Announces its Rebrand to the CHRO Association Advancing Workforce Policy and Practice for Business Success

The HR Policy Association announces its re-brand to the CHRO Association (chro.org), effective immediately. The changes reflect the evolving priorities of the association’s membership of approximately 400 of the world’s largest employers and most influential organizations to lead in the development of high performing workforces through modern policy and practice.

“HR policy advocacy remains vital to our members,” said Tim Bartl, CEO of the CHRO Association. “This rebrand reasserts us as the ‘voice of the CHRO’ while expanding our expertise in areas that are making the CHRO (Chief Human Resource Officer) a transformational leader in business performance today.”

The CHRO Association also announced the formation of a new Center on Workplace AI to develop deep domain expertise in the application of AI to the building of high performing workplaces. As with the long-standing Center on Executive Compensation, the new Center will provide members with world-class expertise, along with an industry recognized HR executive peer network, and critical workforce policy, advocacy and insights.

“The role of the CHRO has become crucial in defining the workforce strategy that enables people with automation, digital and AI to deliver outsized impact,” said Tim Richmond, chair of the board of directors for the CHRO Association and retired Executive Vice President and Chief Human Resources Officer, AbbVie. “We aim to serve those top HR leaders, along with their teams, who are the stewards of the workforce delivering on their company’s business ambition.”

Bartl noted that the CHRO Association’s highly respected reputation has strengthened and evolved over decades. Founded in the 1960s to manage labor and employee relations public policy as the Labor Policy Association, the organization evolved in the 2000’s to HR Policy Association as the lead HR role expanded further into the executive suite. Now, the CHRO Association continues the legacy of meeting member needs so today’s CHROs and their teams are best able to deliver high-performing talent, culture, and capabilities.

The CHRO Association leadership team remains the same with Tim Bartl, chief executive officer, an expanded role for Ani Huang, president, policy and practice, and a refreshed role for Henry Eickelberg as chief experience officer.

The CHRO Association is the leading organization representing chief human resource officers of major employers. The Association consists of nearly 400 of the largest corporations doing business in the United States and globally, and these employers are represented in the organization by their most senior human resource executive. Collectively, their companies employ more than 11 million employees in the United States, over nine percent of the private sector workforce, and 20 million employees worldwide. Member companies have a combined market capitalization of more than $8 trillion. These senior corporate officers participate in the Association because of their commitment to improving the direction of human resource policy, while enabling business success through a future-ready workforce that unlocks human potential. For more information visit chro.org.

Why You Need to Meet MedicareMisty

In the complex and often overwhelming world of Medicare, Misty Bolt, the driving force behind Medicare Misty, has built a business on a simple yet powerful foundation: clarity, community, and unwavering dedication. Her journey from a young woman raised in Oklahoma by teenage parents to a respected Medicare broker and community leader is a testament to her perseverance and her deep-seated desire to help others navigate life’s challenges. For over two decades, Misty has dedicated herself to demystifying the healthcare landscape, ensuring that individuals receive the right information to make the best decisions for their health and well-being.

Misty’s career in the health industry began in 2005, where she started as a captive agent working for major insurance companies like Humana, Cigna HealthSpring, and Blue Cross. This early experience provided her with an invaluable education in the intricate workings of Medicare, giving her a comprehensive understanding of the products and policies offered by these large corporations. However, her path took a significant turn in 2011 when her department at Blue Cross was laid off. Instead of being discouraged by this setback, Misty saw it as an opportunity to forge her own path and create a business that better aligned with her core values. It was at this moment that Medicare Misty was born.

The creation of her own brokerage allowed Misty to break free from the limitations of representing just one company. As a broker, she gained

the freedom to offer a wide array of Medicare plans, ensuring her clients could access the options that best suited their individual needs. This bold move was the catalyst for the impressive growth of her business, which now boasts a team of 50 agents and serves clients in 46 states and Puerto Rico.

Education has always been a central pillar of Misty’s mission. She firmly believes that knowledge is power, especially when it comes to something as crucial as healthcare. “People need to know what options are out there,” she emphasizes. Her daily work is focused on answering fundamental questions for her clients: what Medicare plans are available, what prescription drug options exist, and whether they qualify for extra help. To maintain her expertise and ensure she provides the most accurate and up-to-date information, Misty voluntarily undergoes

approximately 30 compliance tests each year. This rigorous commitment to staying informed is a testament to her dedication to her clients. “It’s a lot, but it’s worth it to make sure I’m giving people the right information,” she says.

Misty’s dedication extends beyond her professional life, deeply embedding her in the local community of Hixson, TN. Her entrepreneurial spirit is reflected in her diverse ventures, which include owning a thrift shop on Dayton Blvd, managing an office and event space, operating two Airbnbs, and even owning a magazine. Her involvement is fueled by a genuine love for her community and its people. “I love how much this community cares about each other,” Misty says. “It’s something I want to be a part of”. This community-centric philosophy underscores every aspect of her life, from her business practices to her personal commitments.

The HR Conference CruiseSM to Alaska is designed to deliver accredited learning, strategic insights, and meaningful HR connections.

Take the opportunity to deepen your expertise, earn recertification credits, and engage with peers—all aboard Royal Caribbean’s Voyager of the Seas

• Recertification credits • Unmatched networking at sea • 7 days of exploration

Juneau, Alaska

Discover fresh perspectives amid majestic mountains and glacial waters.

Skagway, Alaska

Take your leadership to new heights where gold rush history meets frontier spirit.

Endicott Arm & Dawes Glacier, Alaska

Reflect and recharge while witnessing nature's most powerful forces in action.

Victoria, British Columbia

Wrap up your voyage surrounded by timeless charm and forward-thinking dialogue.

Juneau, Alaska

Skagway, Alaska

Endicott Arm & Dawes Glacier, Alaska

Victoria, British Columbia

HIGHLIGHTS

1 (L-R) Dr. Trish Holliday was the keynote speaker at the Fogelman Women in Leadership Summit at the University of Memphis on November 4. Dr. Kathy Tuberville is the Director of the Fogelman Women in Leadership Programs at the University of Memphis. 2 Angela Truillo was a door prize winner. 3 Dr. Tuberville welcomed attendees to the event and provided a leadership overview. 4 Dr. Trish Holliday, Chief People Officer at Nashville Electric Services, presented “Lessons in Leadership: My Journey.” 5 Jana Cardona., CEO of Designed for Success, spoke on “When Change & Choice Make a Difference for Leaders.” 6 Dr. Tuberville presented the agenda for the Summit. 7 Vernon Stafford, CEO of LeviaTrust Consulting, LLC, presented “Making EQ Work to Increase Leadership Impact.” 8 “Maximize Career Opportunities & Build Leadership Currency,” was the topic presented by Dr. Shelley Kemp, Senior Talent Acquisition Advisor at First Horizon Bank. 9 Some of the attendees enjoying the Summit. 10 Some of the attendees enjoying the Summit.

Draft the Future of Inclusion and Diversity

PICTORIAL HIGHLIGHTS

Building an inclusion and diversity (I&D) strategy that’s legally compliant, workplace unifying, and business accretive has

SHRM BLUEPRINT 2025 of where I&D is now and where

Gain insights from I&D leaders and legal experts. to transform your

This isn’t a typical HR conference. It’s a chance to draft your I&D blueprint. Space is limited. Secure your seat today to take part in these crucial conversations: shrm.org/blueprint-hrp10

What an incredible night! The 2025 SHRM-Memphis HR Excellence Awards brought together HR leaders, professionals, and supporters from across the Mid-South to celebrate excellence, innovation, and leadership in our field.

1 Brad Federman, President 2 Malinda Tyson, President-Elect

Alicia Jones, Chair, HR Excellence Awards

Past Lifetime Achievement Recipients include Verlinda Henning, Dr. Kathy Tuberville, Jeff Weintraub, and Cynthia Thompson, and Judy Bell (not pictured)