May/June 2018 - The SHRM-Atlanta Connection eMagazine

The SHRM-Atlanta

Connection

Building Atlanta’s HR leaders is our business, one member at a time.

May/June 2018

THE MEANING OF MEMBERSHIP

Can you lead your team or organization into an ever-changing landscape, or will you let uncertainty stop your progress?

Fearless HR Leaders know how to address reality, take action, and accept responsibility for the outcome. Courage is the key to fearless leadership – do you have it?

Leadership is a journey with continuous learning at all levels. Join your peers and participate in the conversation at the SHRM-Atlanta 2018 Symposium: Fearless Leadership at All Levels as we focus on you and the skills you’ll need to take your career and business initiatives to the next level.

KEYNOTES Advance Pricing is available now!

Register now and secure your spot at HRLeadersATL.com Interested in sponsoring or exhibiting?

HRLeadersATL.com/sponsor

2018 TRACKS : Leading Self | Leading Teams | Leading Business | Learning Labs (NEW 2-hour Workshops)

The SHRM-Atlanta

Connection May/June 2018

TABLE OF CONTENTS 2849 Paces Ferry Road, SE Overlook 1, Suite 205 Atlanta, GA 30339 404.442.7335 www.shrmatlanta.org

2018 EXECUTIVE LEADERSHIP President Christine Browning, SHRM-CP, PHR

President Elect Dwight Thompson, SHRM-SCP, SPHR Past President Lisa Goodman Hughes M.S., SHRM-SCP, SPHR, GPHR EVP Professional Development Holly Bail EVP Member Relations Barbara Bell-Dees, SHRM-CP, PHR EVP Organizational Effectiveness Dr. José A. De La Cruz, J.D., SHRM-SCP, SPHR EVP Workforce Readiness Karan Ferrell-Rhodes, PHR, MBA EVP Awards & Recognition Mark Myette, MBA

2018 BOARD OF DIRECTORS

Kimberly Douglas (Board Chair) SHRM-SCP, SPHR, CPF Camry Blaising, RHU, REBC DeRetta Cole Rhodes, PhD Robert P. Collins Yvette Cook Darby Barbara M. Dondiego Vince Eugenio, PhD, HCS, CCMC Julie Goldberg, CPA Catherine Jefferson Dan Stotz, M.S. Lynne Zappone Keith D. Jackson Virginia Hughes Means, SHRM-SCP, SPHR

A Note from Your President......................................................................4 News + Updates........................................................................................5 The Meaning of Membership....................................................................6 Volunteering with SHRM-Atlanta..............................................................7 The ROI of Delegation: Why Control Freaks Cost Organizations Big Bucks...........................................................................8 The End of Command-and-Control: Power, Presence, and the Leader as Coach........................................................................10 Keeping the Passion for Your Job...........................................................12 5 Ways to Efficiently Source New Talent................................................14 Define Yourself as an HR Leader: Get your Certification........................16 Who Are All These “Vendors” At My Table?.............................................18 Get Your SHIFT Together.........................................................................20 SHRM-Atlanta’s Summer of Fun.............................................................21 Ask Amanda Advice Column...................................................................22 Member Corner.......................................................................................23 New SHRM-Atlanta Members.................................................................24

SHRM-ATLANTA STAFF Chief Executive Officer Jeanne Artime

Member Relations Director Joanne Singletary Business Development Director Jackie Choice Education Program Director Heather Dufault Marketing Director Caitlin Podaras Member Operations Manager Amanda Abrenillo-Brown

SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

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A Note from Your President Membership Matters

leadership

Christine Browning, SPHR

My first introduction to Human Resources was when I joined a Talent Management firm over 10 years ago. As I worked with the HR leads at various companies, I saw the transformational effect that professional development can have on leadership, employees and culture. It was extremely impactful and pushed me to strive to learn more.

As I looked to develop my skills, I wanted to find a resource that offered a way to connect to others in the industry who were on a similar learning journey.

I wanted to find an HR community that offered access to industry recognized speakers, opportunities to become certified, with a focus on continuous learning. I wanted to learn from others and be able to build a network of resources who were willing to share their expertise. I also wanted to become a connector and provide introductions to others who also wanted to connect with accomplished HR leaders and resource partners.

Luckily, a co-worker recommended I attend a SHRM-Atlanta meeting. It was here that I found the learning opportunities and relationship-building connections that I was striving to find. I immediately started volunteering and was welcomed into a community of professionals who were also looking to grow, learn and share.

So here I am 10 years later, and I am enjoying my membership every bit as much as I did on day one. I am hoping you too, are finding value in your SHRM-Atlanta membership and that you are enjoying being a part of this amazing HR Community!

So, now I ask of you…what does the end of 2018 look like for you…and how can SHRM-Atlanta help you get there?

Yours in Service,

Christine Browning

2017 – 2018 President, SHRM-Atlanta

The capacity to learn is a gift; the ability to learn is a skill; the willingness to learn is a choice.

- Brian Herbert

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News + Updates Welcome back to Dr. José A. De La Cruz!

We’re very excited to welcome back José De La Cruz to SHRM-Atlanta’s Executive Leadership Team! Jose has taken on the role of EVP of Organizational Effectiveness, which helps our Volunteer Leadership Team with recruitment and succession planning, onboarding, and leadership development.

Read Jose’s bio at: https://www.shrmatlanta.org/page/2018EVPs We have a new blog!

The new SHRM-Atlanta Blog is where you’ll be able to view event recaps, read articles, learn tips and tricks for HR professionals, and much more.

Check it out at: www.shrmatlanta.org/blog If you would like to contribute an article to our blog, please email marketing@shrmatlanta.org.

Track Your SHRM Credits Now Available: Exclusive app for SHRM-CP and SHRM-SCP credential-holders!

Put the convenience of tracking your professional development credits in your hands. The app allows you to: - Easily add your PDCs under the Advance Your Education section.

- Track all of the activities you have already added to your record.

- Find out when you’re eligible to apply for recertification.

Download now from the iTunes App Store or Google Play! https://www.shrm.org/certification/recertification/RecertificationRequirements/Pages/Entering-Your-PDCs.aspx Scholarships Available SHRM-Atlanta members are invited to apply for a scholarship to the Coles College of Business’ Executive Certificate Program in HR Leadership. The program is designed for early- and mid-career HR professionals who want to reach their fullest potential as leaders, innovators and change-makers. The application deadline is August 3, 2018 at 5pm.

Career Spa, LLC and Talent Connections, LLC, is generously offering five (5) full scholarships, exclusively for SHRMAtlanta members. The Scholarship is for the Executive Program in HR Leadership Hybrid Scholarship (includes Online program, in-person Kick-Off meeting, and four in-person monthly Application Labs) beginning September 2018. Learn more and apply now at http://www.shrmatlanta.org/ksuscholarship

NEW TO SHRM-ATLANTA? Looking for ways to best leverage your SHRM-Atlanta membership or become more involved? We’re here with you every step of the way! Here are 3 things you can do today: 1. See Where We are Heading – Take a few moments and read about our 2020 Vision and learn about the Four Pillars we are using to lead the way at shrmatlanta.org/2020Vision.

2. Attend a New Member Webinar – Hear what your fellow members have to say about the best ways to capitalize on your membership investment, become involved, and engage at the level you’re most comfortable. Webinars are held the first Tuesday of every month, visit the calendar for details at shrmatlanta.org/calendar.

3. Meet Some Folks – Grow your network, collaborate with fellow HR professionals, all while attending high-quality, relevant professional development that will keep you ahead of the curve in all things HR. Because we think this is almost as important as joining - attend your first one-hour event for FREE! Visit the calendar at shrmatlanta.org/calendar, choose an event with (**) in the title, and complete the form at shrmatlanta.org/firstevent with your choice!

For a complete list of suggested First Steps visit shrmatlanta.org/firststeps SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

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The Meaning of Membership

By Joanne Singletary, SHRM-Atlanta Member Relations Director membership (noun) mem·ber·ship \ ˈmem-bər-ˌship \ : the state of belonging to or being a part of a group or an organization : the state of being a member : all the people or things that belong to or are part of an organization or a group When I think of membership, and places that I am a member, there are dozens of different examples that come to mind including, Netflix – and an even more innovative entertainment option, MoviePass; my Kroger Plus card ( I save on gas and groceries); one of my favorites, a Gold Card at Starbucks, and the behemoth of all memberships - Amazon Prime.

It seems like every place I visit, or spend money with, wants me to become a member. While most of these memberships have some beneficial aspect for me as a consumer – saving money, earning points or freebies - the winner is usually the organization offering me the membership. They learn what my spending habits are in order to get me to spend more with them. I definitely wouldn’t order as much on Amazon as I do if I had to pay shipping every time something I had to have crossed my mind.

What makes professional associations different is the winner is always YOU, the member. Professional associations are led by their members – people like you who care about the profession they belong to, want others like them to succeed, and want to share the story of how great it is to be part of that profession. To take it a step further, to be a member of SHRM-Atlanta is to belong to a community of like minded individuals who only want the best for each other and for the human resources profession. How do we do this? By offering professional development, keeping you ahead of trends and legal aspects of the profession, creating opportunities for you to collaborate with other HR professionals, and by giving you tools to help make your day-to-day just a little bit easier. These are just a few reasons, there are many more.

What does membership mean to you?

Head over to our Facebook page at www.facebook.com/shrmatlanta and share your answer to this question, you might be surprised by others answers, and you may win a prize for sharing!

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MAKE YOUR MEMBERSHIP EXPERIENCE

did you know?

SHRM-ATLANTA IS LED BY A TEAM OF MORE THAN 80 VOLUNTEERS FOCUSED ON PROFESSIONAL DEVELOPMENT MEMBER RELATIONS AWARDS & RECOGNITION MARKETING & BRAND AWARENESS WORKFORCE READINESS ORGANIZATIONAL EFFECTIVENESS

YOU CAN BE A MICROVOLUNTEER FOR SMALLER COMMUNITY PROJECTS AND ONETIME EVENTS OR YOU CAN BECOME A SHRM-ATLANTA TEAM VOLUNTEER, WORKING AS A COMMITTEE MEMBER OR CHAIR WITH EXPERIENCE, YOU CAN ELEVATE TO A LEADERSHIP POSITION, ACTING AS VP OR EVP

MEET OUR EXECUTIVE LEADERSHIP TEAM

100%

CLICK TO LEARN MORE

SHRMATLANTA.ORG/GETINVOLVED

VOLUNTEER Join our monthly Prospective Volunteers Webinar to learn more and view our calendar for the latest volunteer opportunities.

Cultivate Community & Make a Difference

VOLUNTEERING IMPROVES LEADERSHIP ABILITY, GROWS YOUR NETWORK & DEVELOPS CAREERENHANCING SKILLS. IT EVEN REDUCES STRESS! SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

CONTACT US: VOLUNTEER@SHRMATLANTA.ORG

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The ROI of Delegation: Why Control Freaks Cost Organizations Big Bucks

By Andy Masters, M.A., CSP, Award Winning | Author/Speaker/Trainer and SHRM-Atlanta Symposium Keynote One of the most important concepts to be illustrated in my Symposium keynote ‘Leadership Lessons from Hollywood,’ is the damaging cost impact of managers stuck in the trenches.

As HR professionals, we understand the results of not delegating include burnout, stress, and getting overwhelmed with mundane tasks. However, it also squelches the development of employees--and provides a barrier to vision, strategic planning, and innovation. Yet, why is delegation still one of the most underutilized skills in organizations each day?

Reasons Why Managers Don’t Delegate Include, But Aren’t Limited To: “If it’s going to get done correctly and on time - I’d better do it myself!”

“Whenever I try to delegate, I always get burned.”

“By the time I explain it to someone, I could have done it myself.”

“I don’t want to bother someone else…they already have enough on their plate.”

“It’s job security. If I’m the only one who can do it, they can’t downsize me!”

At face value, some of the above rationale might seem honorable. However, there is an additional damaging impact of this “do-it-yourself” leadership culture in organizations. It creates a woefully inefficient utilization of human resources--which directly impacts your bottom-line. Here’s how: Negative ROI Resulting from Managers Who Don’t Delegate If a $40/hour manager spends just one hour on a task in which a $20/hour employee has the skills, training, and resources to do—that organization incurs an expense of $40, rather than incurring an expense of $20. So, how many hours per week does this occur with each manager? One, two, 10, 15?

At a rate of 7 hours per week, the losses realized would be $140 from the inefficient use of human resources from that one manager, or $7,280 per year. If this culture is consistent throughout a department of 16 managers/supervisors, the annual impact would be $116,480. Multiply this mismanagement throughout all levels and departments, and organizations waste big bucks annually resulting from poor utilization of human resources. Effectively, organizations should pay a manager $40/hour to focus on $40/hour level work, not $20/hour level work. Organizations can hire a $20/hour employee for those tasks.

Empower and Develop Employees to Gain a Positive ROI from Delegation Conversely, if an organization successfully trains, develops, and empowers its emerging managers, then $20/hour staff can handle certain $40/hour responsibilities—effectively saving organizations money. These employees are then learning responsibilities that put them in position for future promotion. Certainly, when such promotions do occur, the transition period can then be faster and smoother—rather than “throwing someone in the fire”. Further, employees now feel their organization believes in them, has confidence in them, and is investing in their future development.

The “upwards domino effect” now allows managers to focus more time and energy on larger, more important Continued on page 9

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responsibilities—with less time and less stress. Each organization should annually re-evaluate the tasks and responsibilities of each department and be sure to maximize the utilization of human resources effectively.

The “Disservice” Theory “Leaders who micro-manage spend more time looking down, than looking up.”

The next time you begin a project where you think to yourself “This is an important project—I need to do this one myself,” consider this: You are doing someone a disservice by not including them, and not allowing them to grow and develop so they are a step closer to taking on more responsibility in the future.

Perhaps it is a new or younger member in your organization, or an employee wanting to develop for future advancement, or even an intern. If you at least “take them along for the ride” with you—next time, they can do more.

We all had mentors who took us along for the ride and “showed us the ropes”. This is how people learn. This is how people grow.

So, next time include someone on that “important” committee meeting, “important” event, or “important” project.

Don’t deny someone the opportunity to learn and grow. Important responsibilities are what brings the best out of people and improves morale.

Action Steps “A leader isn’t the person who takes on all responsibilities. A leader is someone who empowers others to achieve the goals of the organization as a team.”

Delegation is a learned and applied skill. It takes an understanding of how to do it correctly, and conscious focus to create a habit. Are your managers and supervisors truly trained on the delegation process? If delegation went wrong, was the task delegated to the right person? Was that person clear with exactly what was to be performed, and by when?

Did that person possess the time, training, and resources to perform the task? Did that manager follow-up before the deadline to double-check on progress?

As with anything else, delegation takes focus, and a concerted conscious effort everyday—or we revert to our old habits.

To create a great habit of delegation, the FIRST thing you should do each morning is identify the 1, 3, or 5 items on your “To-Do List” where at least some progress can be made by someone else. Ship those items off to sea either in person, or via email by asking for help right away. Then proceed with your day.

You are now gaining progress on 1, 3, or 5 items without investing any time on them at all, allowing you to make progress on more important items on your list simultaneously.

Leaders must WORK on being an excellent “delegator.” Place a one-word post-it note on your PC to help create this habit every day. Empower and develop your team, allowing each to take on greater responsibilities. Then devote your time to your big picture goals--and achieve more in your department, in less time, with higher quality, and less stress.

Through focusing on this habit, you will more cost-effectively utilize your human resources, instill a higher morale in your employees, and develop a winning team that can accomplish amazing things.

About the Author: Andy Masters has written 5 books, earned 4 degrees, and has earned the prestigious “CSP” designation of the National Speakers Association (NSA). Andy presents entertaining and impactful programs on leadership, sales/service, and worklife balance topics. Visit www.andy-masters.com or email andy@andy-masters.com for program information and schedule availability.

Contact Info: Andy Masters, M.A., CSP | Author/Speaker/Trainer 407-595-5838 | andy@andy-masters.com | www.andy-masters.com SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

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The End of Command-andControl: Power, Presence, and the Leader as Coach

By Melissa Gordon, Founder and CEO, EchelonCommunicate, LLC and SHRM-Atlanta Symposium Speaker

It often seems so much easier and far less time-consuming to just tell people what to do. With the pressure to deliver positive results in an ever-changing competitive market, time is always in short supply. But, while “commandand-control” leadership might feel more expedient, HR professionals know the costs better than anyone: it hurts workplace culture over the long-term; it weakens your ability to attract and retain quality talent; it stifles creativity and ownership, and it slows the speed at which decisions are made.

On the other hand, people who integrate a “coach approach” into their leadership style create a culture of safety and rigor, where employees and leaders challenge each other to do their best work and co-create results. This, in turn, builds trusted relationships--relationships that are critical to developing today’s workforce, in a workplace where we know that employee allegiance is to people, not to the company.[1] The elements of a coach approach A “leader as coach” is someone who is on the sidelines, simultaneously observing and cheering on “the player in the game.” Because the coach is ultimately responsible for each player’s results, he/she continuously considers ways to help the player improve performance. How do you adopt the coach approach? It starts with being for your people, in connection with them, and as focused on developing them as you are on getting the work done. It’s reinforced by how you communicate – what you say, how you say it, how you come across.

Characteristics of a “leader as coach” When you’re functioning as a coach in the truest sense, you use how you communicate to: · Set clear, mutually agreed-upon expectations · Engage in dialogue that is “more ask than tell” · Provide consistent, candid feedback · Treat people with respect · Give team members the authority to act and make decisions · Lead with questions that stimulate best thinking.

Leaders who have adopted the coach approach understand the nuances of communication. They have learned the right kinds of questions to ask and how to ask them, in order to gather the insight, information, and ideas they need.

They understand that the best information to support decision-making and aligned behaviors lies within their teams.

However, getting to that information requires each leader to create an environment, a culture of trust, respect, and something so basic that it hearkens back to Maslow’s Hierarchy of Needs: “psychological safety.”

Psychological safety + the language of coaching Over the course of two years, involving 180 teams and 200 interviews, Google’s Project Aristotle discovered that when leaders create a culture of safety, team members feel safe and are more likely to speak up, share ideas, and offer insights. They are also more likely to be successful and less likely to leave. [2] Continued on page 11

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Creating a culture of psychological safety requires understanding and using the language of coaching. The subtleties of the words you choose impact the responses you receive, and whether or not your team will be open to sharing.

For the past 15 years, EchelonCommunicate has been helping leaders embody a coach approach to build a culture of safety, trust, risk mitigation, and innovation using a variety of tools. One of the most powerful of these language tools is Structured Dialogue, derived from the work of Harville Hendrix and Helen LaKelly Hunt.

A powerful dialogue tool Leaders want results and results come from people. Friction, unresolved conflict and lack of trust can get in the way.

People often rush in to problem-solve when they don’t have all the facts. HR professionals see this all the time. The Structured Dialogue can be thought of as the “pre-work” that sets the climate and conditions for effective problemsolving. It’s a three-step communications system that deepens connection, builds trust and helps leaders gather better information from key players.

The key components of the Structured Dialogue tool help us see the value in building key behaviors into the way we hold dialogue: · Mirror: Repeat the other person’s words to affirm that what you heard is what they intended to communicate. · Validating: Acknowledge that the other person makes sense, without agreeing or endorsing. · Empathize: Put yourself in the other person’s shoes and show that you care.

With the Structured Dialogue, you learn to connect on a deep human level, strengthen working relationships and ultimately get information that often resides below the surface. The connection created is critical to team performance and leaders’ ability to make the right decisions under pressure.

Questions matter Questions are another key component of the language of coaching. In fact, how you ask a question often determines the quality of information you’ll receive (or the lack of it). You may have the intention to connect and collaborate, but without the right approach, people can become defensive.

The type of questions you ask are equally important. They can’t be “curious” questions posing as a stacked deck with the presumed intention of placing blame. They also can’t appear to be passive-aggressive ways to check up on someone’s progress. There’s no room for finger-pointing or exploiting in the Structured Dialogue.

The counterintuitive advantage of the coach approach A funny thing happens when you embrace the coach approach. You get your time back. The more trust your team has, the faster you get the right information at the right time, and the better equipped you are to help your team deliver results and create sustained success.

---Melissa Gordon is Founder and President of EchelonCommunicate, LLC, a global consultancy. A recognized communication expert, award-winning media producer and executive coach, Melissa has worked with some of the world’s most successful organizations, including GE®, Coca-Cola®, Habitat for Humanity ®, Emory University, IBM®, The Home Depot ®, and CARE.® Melissa’s unique understanding of audience, message and language make her an outstanding facilitator and sought-after speech coach.

Learn more about adopting coaching behaviors as you lead. Melissa and the EchelonCommunicate team will be presenting at Fearless Leadership At All Levels, SHRM-Atlanta’s Symposium, on August 21, 2018.

[1] Gallup 2015 report, State of the American Manager: Analytics and Advice for Leaders“ [2] New York Times, What Google Learned from its Quest to Build the Perfect Team, 2/28/2016 SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

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Keeping the Passion for Your Job

By Kristen Stough, Division Director, Robert Half Finance and Accounting The ultimate goal for professionals is to find a job you love and stick with it. However, according to the latest JOLTS report, the number of people who voluntarily quit their jobs raised to 3.3 million in March, a 200,000 increase from the beginning of 2018. But why are people so quick to quit their stable income jobs? Happiness. People search for something bigger and better in order to give their work life more meaning.

For managers, it’s important to find out whether employees actually find their job fulfilling – and what should be changed if it’s not. This can be done during their annual performance review, as part of an impromptu “catch up” meeting, or by getting employees to fill out a questionnaire. Questions can include: yy Do you find the job meaningful and challenging? Employees are more actively engaged in their work when it tests the limits of their skills, and they can see its value in the bigger picture. This is a good opportunity to find out whether the employee might benefit from being in a more challenging project, or being assigned more responsibility. yy Are you happy with the training and/or mentoring we provide? Most people want to continuously grow their careers. If you can support them in their personal development goals (and provide the career opportunities they desire), there’s a greater likelihood that they will stick with your company for the long term. yy How would you rate your team? A big part of job satisfaction relates to how well people work together, so it’s important that you ask employees how they view their team’s performance. Does every member take on a fair share of the team’s tasks? How well do team members collaborate on tasks? And do they feel that team communication is always open and honest? yy How is your experience with management? There is a direct relationship between a company’s management style and the day-to-day satisfaction of its employees. “Does your manager provide the training and mentoring you need?” and “How often does your team leader reward you for doing good work?” are the types of questions that can be asked by HR staff or as part of a 360-degree feedback process.

How often do you feel stressed? Studies have proven the link between chronic workplace stress and absenteeism, lower job performance, and even serious health issues such as depression. Sometimes stress is unavoidable. But asking this question can help you avoid “one size fits all” solutions that may work for some employees, but not others.

For example, some people can feel stressed by a lack of job stability, and would benefit from having a long-term career plan; others may prefer the flexibility of being able to “hop” between roles until they find one that they can resonate job satisfaction towards.

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Although managers can take steps to create a happier work environment, they aren’t the only ones who can fan the flames of employee happiness. When asked who’s responsible for keeping spirits high on the job, 25 percent of North American workers surveyed said it was their responsibility alone. Another 5 percent said it was all in their company’s hands. The majority of respondents – 70 percent – cited a combination of the two.

Professionals working within the Human Resource field cited that their number one happiness booster at an organization is having pride in their company (followed by interest in the work, and feeling a sense of accomplishment from their work). Being proud of the company you work for can make our break your journey.

Here are 5 tips professionals use to maintain their spark as they build a tenure at an organization.

1. Find your passion. Think about your company’s higher purpose: How is it making the world a better place?

For example, if you work at a CPA firm, you aren’t only performing accounting functions – you are helping client businesses grow and thrive.

2. Deepen your connections. Having friends at work makes every day more fun. Go out of your way to socialize and build camaraderie with those around you.

3. Mix it up. Don’t wait for your manager to offer you new projects. Be proactive – talk to your boss about new assignments to broaden your skill set and contribution to the firm. This not only increases your engagement level but also your earning potential.

4. Show gratitude. Take the time to thank coworkers for their help and compliment others for a job well done.

This will brighten their day while also giving your spirits a boost.

5. Sweeten the pot. Keep up with compensation trends and ask for a raise, if warranted, as you take on more responsibility.

The happiest employees feel supported by peers and managers, are passionate about their work, and have the tools and resources they need to be effective. Managers and employees should work together to create an environment where they feel empowered and happy.

Don’t miss these SHRM-Atlanta Summits!

HR TechKnowledge - September 18, 2018 | Sponsored by Kaiser Permanente Workplace GPS, Biometric Data Collection, Artificial Intelligence, Bots, Predictive Software… does this sound like Greek to you? In just two years, nearly 20 percent of the work done at U.S. companies will be accomplished through automation, including the use of robotics and artificial intelligence, according to a new survey. HR professionals need to be ready for what automation will mean for the workplace. Join SHRM-Atlanta and your peers as we demystify HR Technology. Invest in yourself and learn about innovative technology solutions and how they can make your HR function more effective and efficient.

HR Everyday Summit - October 11, 2018 | Sponsored by Kaiser Permanente Are you new to the HR profession? As you plan your career next steps would it be helpful to gain exposure to the many roles of HR? Would it be helpful to make peer connections that could guide you through your professional HR journey? Join SHRM-Atlanta as we focus on all things HR at the HR Everyday Summit.

Learn more at www.HRSummitsATL.com Sponsorship opportunities available.

SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

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5 Ways to Efficiently Source New Talent

By Beth Casey, TrustRadius

Sourcing new talent for your organization is more challenging today than before. The job market is increasingly competitive. It covers more geographical distance and often includes underqualified talent according to blogger and Chatterbite Insight Engineer, Eleanor Leydon. All of this can make for a cumbersome recruiting process.

Finding new ways to build efficiency can make your task of recruiting talent easier and more efficient. There are three things that you must have available before beginning the recruitment process: yy Timeline to hire yy Resources yy Recruiting tools By using the following tips, you can ease your way to efficiently sourcing new talent for your workforce.

1. Define Your Goals Aligning company goals with job candidate expectations is vital to your success. It’s easy to fumble through job descriptions, especially for the more technical roles. Terminology can hinder the process and solutions are not always simple.

Technical role-related terms are often defined in many ways to different people. Knowing what they mean to your business is one part of the puzzle. One way to hone in on terms is through an online database like Glossarytech. It’s an easy-to-use online resource with 1500+ technical terms and their meanings. It boasts users from top brands like Microsoft, Amazon, and Disney.

2. Make the First Impression As the adage goes, “you’ll never get a second chance to make a first impression,” so make it count. Today, meetups are gaining in popularity. These local, niche groups are where people gather face-to-face to discuss that latest news, technologies, or what fascinates them in a given industry. They are also the perfect place to find talent matching the skills and experience that you seek.

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3. Go Social to Broaden Your Talent Pool Social media allows talent recruiters a new way to find and engage new leads. Jobcast, a Facebook recruiting app, reported that 93% of companies use LinkedIn to source new talent. Meanwhile, only 36% of LinkedIn job seekers are active. Instead, Jobcast reports, 40% of job seekers engage on Twitter while a whopping 83% are on Facebook. So, using multiple social media platforms broadens your potential talent pool.

4. Pad your Job Board Presence According to Indeed, 61% of employers surveyed plan to hire more talent; but 42% are worried they will not meet their demands. That’s because according to the Bureau of Labor Statistics, the unemployment rate is at its lowest since 2001. So, ensuring your presence via online job boards like Monster, Indeed, and Glassdoor are a must if you’re not already using them.

5. Effectively Onboard New Employees An effective onboarding process reinforces all the hard work you’ve done up to this point. A well-developed onboarding program means retaining top talent longer while saving company dollars, time, and resources.

Talya N. Bauer, Cameron Professor of Management at Portland State University and author of Onboarding New Employees: Maximizing Success, reports that more than half of surveyed organizations see the long-term benefits of effective onboarding programs. Onboarding leads to more than just employee retention alone. In fact, according to Bauer, successful onboarding improves turnover rates, performance and stress levels, job satisfaction, and more.

Thus, an effective onboarding program makes sense.

Sourcing new talent need not be a cumbersome experience. Have a viable plan in place and look for new ways to streamline the process. In the end, an effective talent acquisition program leads to long-term rewards for everyone involved.

Beth Casey is a researcher and regular contributor to TrustRadius, where she shares her knowledge of the latest trends in B2B news and software.

“At the core, people want to know that who they are and what they do matters. I help them matter more.“ - Pete Smith Pete Smith is an international speaker and bestselling author of Dare to Matter: Choosing an Unstuck and Unapologetic Life of Significance.

Join him on June 28 at the Georgia Aquarium when he delivers his signature keynote, Dare to Matter, and receive your free copy of his book.

Want to enhance your knowledge base even more?

Join Pete that morning and become a more effective communicator, at home and at work. Attend the pre-conference workshop, What’s NOT Being Said Needs to Be Understood.

Journey to significance with Pete on Facebook at facebook.com/ SmithImpact or follow him on Twitter @SmithImpact.

SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

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Define Yourself as an HR Leader: Get your Certification

By Amanda Abrenillo, SHRM-Atlanta Member Operations Manager

In 2018, a focal point for SHRM-Atlanta has been to provide members with substantial benefits and outstanding experiences. This objective is grounded in our Four Pillars and has spurred a transformation in our programming design, educational content, and even our conversations.

And what better way to promote professional development and celebrate excellence in HR than to guide Atlanta’s HR professionals through the certification process?

SHRM-Atlanta is a leader in Human Resource training and SHRM-CP/SHRM-SCP certification preparation in the southeast region. As one of only 275 approved SHRM Education Partners in the world, we are committed to helping HR professionals advance their knowledge, competencies, and skills. Certification candidates and employers trust us to provide comprehensive and interactive SHRM-CP/SHRM-SCP exam preparation, delivered by human resource experts and based on the SHRM Learning System.* We want to provide our learners with the best experience and greatest opportunity for success possible. This means being more than a prep course provider; it means becoming a support system for HR professionals in Atlanta.

Excited to see what’s changed?

Check us out online: SHRM-Atlanta’s new and improved website has more information than ever on certification preparation. You can now review the benefits of HR certification to you individually and to your organization. Learn more about our course, the testing experience, and how to gain financial assistance for your preparation. You can even test drive the learning materials with a FREE demo of the official SHRM Learning System used in our class. We intend to provide all the information you need to make a confident decision about your future as an HR leader.

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Come See Us and Get Answers: Beginning this summer, SHRM-Atlanta will be offering live information sessions to those considering certification, at no cost. Better understand the value of certification, get clarity on the application and testing process, access financial resources, see the SHRM learning system up-close, and meet the SHRM-Atlanta staff, who will gladly answer your questions and help you become connected to the local HR community. Every attendee will also receive a proposal packet to help convince your boss that certification is a worthy investment.

Sign Up: If you’re ready for the next step-up in your career, then register with us online and start preparing this fall – you can choose from the evening weekday class or the Saturday hybrid class. Orientation is a crucial part of the exam prep course and we encourage all participants to attend. This is where you’ll learn what to expect in the classroom, how to utilize your learning tools, and what to do when it’s over. SHRM-Atlanta staff will be on-site to get you started.

Reach Out: Throughout the course, fellow students are encouraged to form outside study groups and continue their discussions between classes. The instructor will also be available for extra help and SHRM-Atlanta serves as a constant and reliable resource. We welcome your questions and feedback; this information guides the course and shapes our approach for future learning, so tell us if you need help along the way.

Get Certified: If you need direction after completing the prep course and getting approval to take the certification exam, let us know and we will show you how to locate a testing center and register for the exam.

Stick with Us: Our support doesn’t end with your certification. Stay on top of your recertification credits by attending our conferences or workshops. Make strong connections in your industry through facilitated networking. Learn, grow, and get involved with your chapter through volunteerism – these are some of the ways we foster your development as an HR professional.

SHRM-Atlanta is taking huge strides in 2018 to make a real difference in our members’ professional lives. We intend to deliver on our promise to help you rise to the next level, no matter where you are in your HR career. Don’t wait another year – take the chance and certify yourself now! *Source: SHRM.org, 2018

YOUR STEPS TO SUCCESS:

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Who Are All These “Vendors” At My Table?

By Deloris Tuggle, PAM Onboarding Chair & Jackie Choice, SHRM-Atlanta Business Development Director

As an HR professional who is part of our SHRM-Atlanta family, you have probably wondered “Who are all of these nonHR practitioners at SHRM-Atlanta programs?”

These fine folks – who make up less than 20% of our membership base – are Professional Associate Members, or PAMs. We are proud of our PAMs, as they provide knowledge of products and/or services that support HR professionals, including cutting-edge technologies, consultation services and several other useful tools that support the HR profession. Without a doubt, they add a great deal of value to who we are and what we do, though they are not HR practitioners.

Most PAMs join the SHRM-Atlanta family to learn more about the HR profession and to understand the background, goals, and experiences of our HR practitioner members so they can ultimately provide better solutions. However, feedback received from our general membership is that a few PAMs seem to have ‘missed the memo’ and employ hard sale, bombardment, or find-and-conquer techniques that are both unwelcomed and unsuccessful. Our HR practitioner members stress that they value building relationships (besides, that’s what we do on a daily basis), and that they are more apt to purchase a product or select a service based on a developed relationship or word-of-mouth recommendation from their peers – feedback that we want all PAMs to hear.

SHRM-Atlanta is focused on ensuring that every member has a positive experience while also strengthening our PAM relationships which bring educational value to our HR Practitioner members. As such, we’ve added a new Volunteer Leadership Team committee, chaired by Deloris Tuggle, to focus specifically on Professional Association Member onboarding. This committee will work to enhance each PAMs’ participation within our awesome community so that they can get the most out of their SHRM-Atlanta membership.

One of our first tasks was to design and implement a special onboarding orientation for PAMs, because the old cliché is true: “one size does not fit all”. The goal was to jumpstart each PAM’s overall experience by ensuring they are familiar with the learning and relationship-building opportunities that SHRM-Atlanta has to offer, as well as point them to specific tools and resources available to meet their specific needs.

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Our partners at Dale Carnegie helped us design an orientation that provides specific and deliberate information about how PAMs can best build relationships and foster an environment of trust. During the onboarding process, we stress how participating in SHRM-Atlanta educational events will help PAMs gain valuable HR knowledge about the complexities of the HR world as well as the specific pain-points and challenges HR professionals are facing.

Additionally, and over time, PAMs will be recognized as valuable resources by our practitioner members, develop long lasting business relationships, and become true, consultative, sellers. It’s a true win/win for the PAM and the HR professional!

In addition to the new PAM-specific orientation, we have also created a Rules of Engagement agreement that we ask all new PAMs to sign as part of the registration process. By acknowledging SHRM-Atlanta’s recommended engagement strategies up front, we believe this will help our PAMs be both respectful as well as respected.

In order to capture the thoughts of our new and long-term PAMs, we recently conducted an online survey asking them to share what is working well, and what can be done better or differently going forward. SHRM-Atlanta will host a think tank session on June 27 to gather more ideas in real time as well as continue to seek new ways to connect and support our PAMs so that their membership continues to be of value to them and to our HR practitioners. We are excited about their participation and enthusiasm! If you’re interested in participating in the think tank, email deloris. tuggle@gmail.com.

Zig Ziglar, renown motivational speaker and author, once wrote “Every sale has five basic obstacles; no need, no money, no hurry, no desire, no trust.” At SHRM-Atlanta we may not necessarily have the answers to these obstacles, however, we can help connect our PAMs and Practitioner members so that can they build lasting relationships (resulting in trust) that blur the lines between seller and client and simply create peers. That way, if and when the time is right, you can call on your peers to help find the solutions you need to support your organization.

Do you wish to be a part of the SHRM-Atlanta Professional Associate Member Onboarding experience team? We would love to have you and your ideas! This committee has positions open to HR Practitioners and PAMs. Please send an email to volunteer@shrmatlanta.org expressing interest today.

Sponsor Fearless Leadership at All Levels

SHRM-Atlanta’s Symposium 2018: Fearless Leadership at All Levels is right around the corner. We will be congregating 250+ HR professionals at the Infinite Energy Center on Tuesday, August 21st 2018 as we continue the empowerment of Atlanta’s HR leaders.

There are many great reasons for sponsoring and exhibiting at our annual Symposium including: • Taking advantage of a more “intimate” setting than your typical tradeshow hall, allowing for meaningful conversations with just the right amount of hustle & bustle. Exhibit space is limited at this event.

• Aligning your brand with the HR community by supporting what matters to majority of our members: their professional development.

• Securing new potential leads while growing relationships with future and current clients.

• There is a good chance your competition will be present. If you’re not there, they will reap the benefits!

Available Opportunities • Premier Sponsor (Exclusive) $4,500 • Lunch Keynote Sponsor (Exclusive) $3,500 • Learning Sponsor (Limit 4) $2,500 (only 2 left!)

• Swag Bag Sponsor (Exclusive) $2,000 • Exhibitor $1,000 • Breakfast Sponsor $650 Ready to register? You can either register via our website or by filling out and returning this easy registration form.

SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

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Get Your SHIFT Together: Start Having Intentionality in Focusing Your Talent Saturday, July 14, 2018 | 7:00 AM - 2:30 PM | Georgia Power, 241 Ralph McGill Blvd, Atlanta, GA Hosted by two of the premier HR associations, NAAAHR-Atlanta and SHRM-Atlanta, this event is made for you if you’re an HR professional who is in transition or who would like to make a change; considering HR as a profession; or new to the Atlanta HR job market.

Coaching Sessions, Vendors, and More | Continental Breakfast & Lunch | Free parking

7:00 – 8:15

Networking & Registration

8:15 – 8:30

Welcome comments

8:30 – 9:15

Keynote Speaker: Lynne Zappone “Shifting Gears: Taking the Hill Through Transition and Change”

9:25 – 10:25

Concurrent Workshops: • Exploring HR: Current & Future Trends • Own Your S-H-I-F-T • The Art of Networking

10:35 – 11:35

Concurrent Workshops: • The New Workplace • Brand YOU: Building Your Personal Brand • Doing it Gig-em Style

11:45 – 1:00

Working Lunch – Recruiter Roundtables

1:00 – 2:00

Open Time – Meet and greet with talent acquisition professionals (internal and external); one-onone coaching from volunteer professionals; role-play sessions; networking; and discussion tables.

OPENING KEYNOTE Lynne Zappone, The Zappone Group "Shifting Gears: Taking the Hill Through Transition and Change " Whether you're moving up the ladder or scaling back, entering the workforce or making a sharp left turn navigating the journey takes focus, commitment and a little extra horsepower. Learn the career development strategies and skills needed to fill your tank and propel your HR career.

2 TRACKS: Crystalize Ideas To Inspire Your Career • Exploring HR • The Art of Networking (PANEL) • The New Workplace (PANEL) Capitalize Ideas To Grow Your Career • Own Your S-H-I-F-T • Brand YOU: Building Your Personal Brand • Doing It Gig-em Style

RECRUITERS ROUNDTABLE Are you looking to up your game and make an impact? In this panel discussion you will hear from Atlanta’s top HR & Talent Acquisition leaders who will share insights and specific information that will help you elevate your HR career, understand what skills will be critical for your future success in HR, manage your LinkedIn presence coupled with your personal brand profile and those seeking guidance on skills that need to be acquired to navigating the changing HR talent landscape.

Learn more at www.shrmatlanta.org/shift2018 20 SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

Summer means pool parties, vacations, and hot sunny days - and this year you can add SHRM-Atlanta FUN to the list! Over the coming months be on the look out for your chance to participate in fun activities, contests, learning, and savings as we bring you SHRM-Atlanta's 2018 Summer of Fun!

Are you following SHRM-Atlanta on Facebook?

Celebrate fun-in-the-sun with our playlist!

Splash into summer learning!

Throughout the summer we’ll be giving away all sorts of prizes - from event registration, to goodies, and maybe even tickets to local attractions!

Here’s the catch - we’ll only be running the contests on Facebook so you have to follow us to win.

With feel-good tunes that the sunny-season is known for, our summer playlist is the perfect warm-weather soundtrack, whether you're driving with the windows rolled down or hosting an outdoor dinner party.

From our Summer Chapter meeting, to our one-day Symposium Fearless Leadership At All Levels, Certification Exam review courses and much more - you don’t want to miss all the fun learning opportunities this summer!

Click here to follow us on Facebook →

Click here to listen to the playlist →

Click here to view the Calendar of Events →

Summer Chapter Meeting - Dare to Matter: The HR Professional’s Rise to Significance PLUS: Chapter Meeting attendees will also receive a FREE copy of Pete Smith’s book and FREE Aquarium Admission & Parking Don’t miss the optional Pre-Chapter Meeting Workshop: What’s NOT Being Said NEEDS to Be Understood

SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

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Ask Amanda

ADVICE COLUMN

In each issue Amanda Abrenillo, our Member Operations Manager, will be providing answers to YOUR questions. Do you have something you’d like to ask? Submit your question to newsletter@shrmatlanta.org and you might just see it in an future issue of The SHRM-Atlanta Connection!

Q: Dear Amanda, I was recently online registering for an upcoming meeting when I saw an option for Event+ in the checkout section. Can you tell me what Event+ means? -J.S.

QUESTION

ANSWER

A: Dear J.S.,

Thank you for writing to us. I am asked this question quite often and I’m happy to explain it to our readers here. Event+ is our new bundling option, featured with special programs such as SOAHR, Symposium, and our day-long Summits.

Choosing Event+ when registering online at shrmatlanta.org means you are selecting an event plus 1 year of SHRMAtlanta membership. This is the best deal available, especially for those who have not yet joined SHRM-Atlanta, because it offers event registration at the member price and one year of membership at a discounted rate!

If you are a current member but need to renew, Event+ is still a great choice, as it extends your membership an additional year – no need to worry about your expiration date closing in. If you have been considering membership but can’t quite convince your company to cover the cost, Event+ bundles are perfect – they offer the opportunity to earn education credits valuable to your organization and get a membership to your local HR association, all-in-one!

Membership in SHRM-Atlanta offers everything you need to reach your full potential as an HR leader.

Connect to a network of peers and thought leaders in HR. Engage in educational and leadership opportunities. Grow in your career and learn about the latest trends and changes in the industry.  LEARNING AND EDUCATION

 NEWS AND INFORMATION

 NETWORKING & CONNECTIONS

 LEADERSHIP DEVELOPMENT

 TOOLS AND RESOURCES

 PREFERRED PRICING

From in-person workshops and panel discussions to webinars, many professional development opportunities are held throughout the year which enable you to learn alongside your peers and share best practices.

With a membership base of over 2,000 professionals from 1,300+ companies, you’ll be able to make connections and tap into the power of contacts from a wide range of organizations and backgrounds.

Gain access to useful tools like HR360, an online HR resource and news library, and the Assessment Resources Center which offers assessment technology to test aptitudes and skills.

Access industry news and content via our monthly eHR publication which provides legislative and legal updates, as well as the SHRM-Atlanta Connection, a bi-monthly magazine filled with information about HR issues and our association.

If you want to learn or improve your leadership abilities SHRM-Atlanta offers a variety of volunteer opportunities that encourage leadership and personal growth.

Save on conferences, professional development, and certification prep courses with member-only discounts and promotions. Plus, be the first to find out about new and upcoming events.

Renew your membership today at www.shrmatlanta.org

22 SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

Welcome to your member benefit spotlight! Your SHRMAtlanta membership comes with some fantastic benefits and we’ll be highlighting one of them in each issue of our eMagazine. Be sure not to skip this section, and learn more about how your SHRM-Atlanta membership works for you!

SPOTLIGHT ON: Volunteering

Kudos and Congrats!

Congrats to Fabiola Mundarain who passed her SHRM-CP exam!

Fabiola took SHRM-Atlanta’s Fall 2017 Prep Course to help her prepare for the exam. Way to go Fabiola!

If you’re looking for an opportunity to make connections while serving the community and HR Profession – we have options for you!

SHRM-Atlanta empowers our members through a variety of volunteer opportunities that encourage leadership and personal growth. Serving as a volunteer is also a wonderful way to give back to the HR community and to network with your peers.

With every new volunteer, SHRM-Atlanta grows more energized, more diverse and inclusive, and better equipped to reach our common goal of furthering the HR profession.

Additionally, SHRM-Atlanta organizes multiple community volunteer events throughout the year partnering with organizations like Junior Achievement, the Mayor’s Youth Program, 21stCentury Leaders, and the Super Bowl LIII host committee.

Visit shrmatlanta.org/getinvolved and find the best fit for you!

EVENT PHOTOS Looking for photos from our recent events? Head over to the new SHRM-Atlanta blog! You’ll find event recaps with photos, as well as articles and more.

Visit shrmatlanta.org/blog today!

What does membership in SHRM-Atlanta mean to you?

“A connection to other professionals; A network of information; A support system ; An opportunity to grow my knowledge base and skills.”

- Tonya Fryer-Howard, SHRM-SCP “SHRM-Atlanta provides diverse slate programming for a team of HR Professionals in the Atlanta marketplace. SHRM-Atlanta is open and willing to hear from the membership and create programming that meets the needs of their constituents.”

- Diane Fennig, Ph.D. “What does SHRM-Atlanta membership mean to me? It means……personal and professional connections; It means……specialized training and career development; It means……an influential channel and resource to enhance my HR related career!”

- Patricia Dietz-Selke, RP, GMS, PHR, SHRM-CP “Do what you like, like what you do. Being a SHRM-Atlanta member supports that goal!

- Patty Pergl, SHRM-SCP, SPHR

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New SHRM-Atlanta Members Ayesha Adams, Aaron's Inc.

Latoyia Bush, The Kroger Co.

Kathryn Adams, Sprint, Executive HRBP

Sandra Butler, Oglethorpe University, HR Director

Jenna Aguilar, Stronghaven, Inc, HR Manager

Megan Butler, Gwinnett County Government, HRIS Analyst

Carrie Ahmad, Envision Business Consulting, Director, HR & Talent

Rosemary Calhoun, DOAS/Human Resources Administration, HR Advisor

Toni Alexander, Discovery Litigation Services, LLC, Controller/HR Manager

Tristan Campbell, Emory University, Goizueta Business School, HR Specialist

Robert Alford, Cherokee County BOC, Human Resources Manager

Chris Canty, Espyr, Director of Sales

Mamdoh Algethami, Clayton State University, Student

Jacqueline Carlo, Whitfield County, Human Resources Director

Cattani Allen, Emory University, Sr. Human Resources Asst

Brooke Carson, IFG Companies, Human Resources Generalist

Sonia Allio, Romanoff Renovations, Human Resources - Lead Specialist

Robert Carter, Grady Health System, HR, Specialist

Lori Allison, Private, HR Business Partner

Cara Cassavoy, Green Worldwide Shipping, LLC, HR Generalist

Laura Al-Marry, OTR Capital, LLC

Walt Casteel, GA DOT, Recruiter

Ameerah Aly, Sovos, Human Resources Associate

Janice Cepeda, Gwinnett County Government, HRIS Analyst

Larissa Arirama, JD Consulting, Inc, Accounting Manager

Nancy Chambers

Karissa Askew, Gwinnett County Government, HRIS Analyst

TaLisha Champagne, Navy Medical Center, HR Manager

Julio Avila-Diaz, MBA, MarketSource, Inc, Talent Management Consultant

Yesenia Chavez, Pond & Company, Human Resources Coordinator

Leah Baker, Meals On Wheels Atlanta, Finance & Compliance Specialist

Anne Chmiel, MJCCA, HR & Payroll Coordinator

Kathleen Bakon, Fulcrum Construction LLC, HR Director

Kamesia Clark, MacPherson's, Human Resources Business Partner

Anita (Lori) Baldwin, ACT, Program Director, External Engagement

Laura Clousing, Carters, HR Manager

Pamela Ballard, Southeastrans, Inc., Benefits Manager

Patti Connolly, EWTN, Inc., Vice President of Human Resources

Sarah Barahona, Cintas, HRM

Cory Conrad, Aaron's Inc., Manager, Onboarding Operations

Fatou Barry, Asbury Automotive Group, HR Manager

Antiganee Contaste, CBRE, Regional HR Business Partner

Kate Barton, Clearview Advisory, Marketing Coordinator

Justin Cook, Halyard Health, Sr Operations Consultant

Jessica Beck, Travel Incorporated, HR Manager

Sharon Cooper, Miller Zell, Inc., HR Manager

Steven Beebe, Johns Creek Advisors, Investment Professional

Lauren Corgile, DCH

William Beesley, HR Strategies, COO

Taedra Co'Ward, Georgia Vocational Rehabilitation Agency, HR Manager

Briana Bellows, OxBlue Corporation, HR Manager

Thomas Crosby, FirstKey Homes, LLC, HR Director - Field Services

Allison Bendersky, Greenspoon Marder LLP, HRIS Manager

Paris Curry, PulteGroup, HR Director

SHANNON BENNETT, Carter's Inc., Sr. Manager, Human Resources

Mark Dadson, AT&T, Inc., Associate Director Human Resources

Ashley Berry, TJS Deemer Dana LLP, HR Manager

Kimberly Dalyrimple, Colonial Pipeline Company, HR Compliance Specialist

Yelena Biber, InfoArmor, Inc., Director of Sales

Jason Davidson, Kaiser Permanente - Regional Office, Learning & Development Specialist

Susan Bilkey, RelaPhi, SVP

Kandice Davidson, Asbury Automotive Group, Recruiter

Claudia Bombilla Valdez, KUEHNE NAGEL, Intern HR

Qiana Davis, The Kroger Co., District HR Manager

Barbara Bond-Gentry, Midtown Allicance, Director of HR & Finance

Whitney Davis, Walmart eCommerce, HR Project Manager

Michael Bonham, AT&T, AVP - Human Resources

Lesley Davis, Easy Care, Senior Employee Benefits Specialist

Yvonne Boon, Gwinnett County Government, Program Coordinator

Celeste Davis, Yamaha Motor Manufacturing Corp of America

Sydney Boone, Spanx, HR Coordinator

Susan DeGrace, AT&T, Inc.

Jennifer Borlaza, FINRA, HR Specialist

Ebuni Deitz, General Electric, HR Manager

Henrietta Bouknight, US Air Force, Training & Development Manager

Christine Demarquoy, Southeastrans, Inc., Head of Recruiting/Retention Strategy

Laura Boyette, Windham Brannon, HR Coordinator

Dwayne Dennis Jr., Marshalls

Madeleine Bradin, Data Facts, Inc., Account Executive

Farrah Deonarine, The Coca Cola Company, Recruiter

April Breeden

Diamara DeSouza, MBUSA, Sr. HRBP

Nathalie Bression, Slalom Consulting, Solution Architect OE

Susan DiGraitis, Tebarco Mechanical Corp., Director, Human Resources

Trinette Brooks, DCH

Kathy Dinsmore, ADP, HR Business Partner

Kathy Brown, Dobla, USA, Director of HR

Ivana Dobbins, DCH

William Bryan, Ingersoll Rand (Ret), HR Leader

Barbara Dondiego, AVOXi, President

Michelle Burks, Hollis Cobb Associates, Director of Human Resources

Brad Dotter, Robert Half Management Resources, Recruiter

Doug Busch, The Kroger Co.

Ayesha Doyle, Aaron's, Inc., Associate Resources Business Partner

24 SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

New SHRM-Atlanta Members Lesley Dresch, Prime Risk Partners, SVP, HR

Ashley Hall, IHG (InterContinental Hotel Groups), HR Manager

Julie Driver, FCCI Insurance Group, Recruitment Business Partner

Brenda Hall, Walton Communities, Director of Training

Skye Duckett, Atlanta Public Schools, Chief Human Resources Officer

Rick Haller, IHG, Manager, Comp and Benefits

Tricia Dukes, Cumberland Group

Deborah Halstead, Go Health Urgent Care, Human Resources Specialist

james Dyak, Human Resource Dimensions, Managing Principal

Pat Halverson, Corporate America Family Credit Union, Branch Manager

Mayrov Eagen, Vanco Payment Solutions, VP Human Resources

Christy Hamilton, Morrison Hershfield Corporation, HR Specialist

Kerry Eales, JES Holdings, Director of Human Resources

Young Han, United States Air Force, Chief, Joint Manpower, Personnel and Plans

Megan Easterbrook, Altisource

Mary Sidney Harbert, Southern Center for Human Rights, Operations Manager

Clare Easterlin, Balentine LLC, Director of Business Management

Marcie Hardy, Walmart, Market HR Manager

Melody Edwards, Emory University, Sr. Program Coordinator

Kwuntina Harper, The City of East Point, Human Resources Generalist

Paige Edwards, The Benefit Company, Office Manager/Operations

Kimberly Harrell, Veeam Software Corp., Global HRBP

Laura Ellis, AT-PAC, HR Assistant

Ardie Harrison, CAI

Kelly Ellison, Gwinnett County Government, HR Associate III

Michael Harrison, Cook Out Restaurants, Manager

Chinasa Elue, Kennesaw State University, Assistant Professor

Stephen Hart, Gwinnett County Government, HRIS Manager

Nicole English, Markem-Imaje, Human Resources Business Partner

Asya Hassan, Asya Hassan, Human Resource Assistant

Skye Entrekin, Southwire, HR Manager

Nicole Hawkins, Saint Leo University, Assistant Professor

David Essary, Accord Systems, CEO

Dawn Hawkins, The Kroger Co.

Phyllis Finley, URiseUp, Managing Consultant, HR Transformation

Paulette Henry, CDC, Training Manager

Gregory Fiore, Clearview Advisory, Managing Partner

Kayla Henry, Vanderlande, Recruiter

Lori Fiore, Resource Advisory, Advisor

Melissa Hernandez, PulteGroup, Manager, HR Compliance and Employment Litigation

Patty Fitzer, United Distributors, Inc., HR Manager

Kim Hickey, Walgreens, Regional Human Resource Manager

Julia Fleischman, Jamestown, Senior Manager, Human Resources

LaShawna Hill, Metlang, HR Manager

ELizabeth Fluellen, DeKalb County Government,

Carolyn Holder, IHG

Tricia Foster, Smart Source LLC, Director of Human Resources

LaTonya Holland, Loews Atlanta Hotel, Human Resources Coordinator

Jamie Frady, SuperScribe, LLC, Operations Manager

Myra Holloway, CareFirst BlueCross Blue Shiel, Director

Erica Frost, Lucas Group, HR Business Partner

Christine Holst, Cherokee Town and Country Club, Human Resources Analyst

Valerie Frost, Sr. HR Rep.

Tehara Hubbard, Altair Advanced Industries Inc., HR Administrator

Kymberli Fulton, Atlanta Convention and Visitors Bureau, Manager, Human Resources

Jacklynn Hubert, Asbury Automotive Group, Talent Acquisition Business Partner

Tina Gaither, Gwinnett County Government, Human Resource Specialist

Tiffany Huey, Gwinnett County Government, HR Associate III

Matt Gay, NA, Global HR Leader

Carmen Inman, Delta Community Credit Union, HR Recruiter

Nicole Glenn, GA DOT, Recruiter

Angela Ippolito, Kaiser Permanente - Regional Office, VP, Administrative Services

Cheryl Glover, Draffin & Tucker, LLC

Terese Izo, The Kroger Co., Division HR Senior Field Trainer

Martha Gooding

Cynthia Jackson

Herbert Gore, Impeccable Background Solutions, Vice President

Stephanie Jackson, Georgia Tech, Assistant Director

Suzette Gossop, Dept. of Admin Services -HRA

Jocelyn Jackson, SunTrust Bank, Inc., Recruiter

Hannah Graham, VWR International. LLC, Regional HRBP

Michelle Jager, BitPay, Director of People Operations

Jessica Gray, GA DOT, Recruiter

Kendall Johnson, Interior Logic Group, HR Coordinator

Brendan Grech, Scheugenpflug Inc., HR specialist

Diann Jones, University of Georgia, Clinical Assistant Professor

Clara Green, Diversity & Inclusion Leader

DaBrian Jones, The Kroger Co.

Samantha Green, IDR, Inc., Account Manager II

Gimmel Juggins, Neighbor To Family, Inc., HR Administrator

Tom Greene, Alliant Insurance Services, Inc., Executive Vice President

Frances Kearby, KFH Realty, New Home Specialist

Cassandra Griffith

Patricia Kearney, Taylord Benefits Group, Owner President

Tracy Gude, Signature Healthcare of Marietta, HR/Talent Management Director

Kristie Keith, Georgia's Own Credit Union, Human Resources Business Partner

Karan Gulati

Haimanot Kelbessa

Alvin Habersham, Beazer Homes, Regional Manager & Business Partner

Amanda Kell, Fallon Benefits Group, SVP, Human Resources Consulting

Ashley Hadley, The Krystal Company, HR Specialist

Alisa King, Veterans PC Repair, HR Generalist Contractor

Candice Hairston, DeKalb County Fire Rescue, Executive Assistant

Quiana Kinloch, Strategic Business Partner, Director, HR Business Partner

Angela Hall, Dekalb County Human Resources, HR Generalist

SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

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New SHRM-Atlanta Members Nikelle Klareich, Smith & Howard, Recruiter

Brian Mitchell, Georgia State University-Andrew Young School, Asst. Dir. for Employer Relations

Sara Knight, Comcast, Sr. HR Generalist

Ami Moody, Waypoint Residential, HR

Nolan Knight, GA DOT, Employee Relations Specialist

Dana Moseley, Gwinnett County Government, HR Associate III - Training & Development

Elora Knight, Cobb County-Marietta Water Authority, Training & Comm.Specialist

Lorraine Moser, Breakthrough PT Marketing, HR Manager

Donna Kruger, United States Medical Scientific Indiana, Director of Human Resources

Karen Moss, Epic, LLC, Director of People Operations

Joan Kruscavage, The Kroger Co.

Sashay Narcisse

Karen Kuhlke, Southern Crust Catering Co. LLC, Director of Sales and Events

Beverly Nash, GA DOT

Latha Kumar, Sunray Enterprise, Inc., HR Specialist

Meli Neal, Cherokee County Board of Commissioners, Human Resources Specialist

Misty Kyle, Gwinnett County Government, HR Program Coordinator

Princess Newborn, Builders Insurance Group, Human Resources Assistant

Kathy Lambert, Cherokee County BOC, Benefits & Compensation Manager

Tonya Newell, Judicial, Human Resources Coordinator

Karin Lane, Aaron's, Inc., Sr. HR Manager

Yaniela Newton, Kuehne + Nagel, Human Resources Generalist

Russ Law, Verensics, Vice President

Bien Nguyen, Kawneer / Arconic, HR Manager-Commercial Teams

Kimberly Ledbetter Carter

Eric Nicely, EBN Consulting, CEO

Raven Lee, Brambles

Vicki Noto, Ingenico Inc., Human Resources Generalist

Terry Lee, GA DOT, Recruiter

Jill Nystrom, The Kroger Co., District HR Manager

Joseph Lee, AT&T, Inc., Human Resources Business Partner

Patrick Okas, Resource Alliance, HR Business Partner

Eva Lopez, HR Specialist D&I

Jessica OKeefe, Hennessy Automobile Companies, Human Resources

Tracy Lusk, PHR, TD Automotive Compressor Georgia, Human Resource Specialist

Gannel Ouattara, Allied Universal, Manager, Recruiting

Bridget Maloney, ECI Group, Director Human Resources

Kristen Owen, Hennessy Automobile Companies, Talent Acquisition Manager

Maria Martinez, Rossi North America, Human Resources Manager

Kinsee Owens, Pivotal Retail Group, Director, Human Resources

Lilian Martinez, Imerys, Human Resources Generalist

Aziz Owens, Superior Group, Account Executive

Suzanne Matarrese, Imerys, Talent Acquisition Director

Lisa Page, Gwinnett County Government, HR Associate III

Clifton Mathis, GDOT, Employee Relations Specialist

Sarah Palmer, Gwinnett County Government, HR Associate III

Clifton Mathis, Georgia Department of Transportation, Employee Relations Specialist

Meg Parella, AT&T, Human Resources Business Partner

Cara Matricardi, Microf, HR Generalist

Gail Parker, Walton Communities, HR Generalist

Carrie May, Contract Recruiter / HR Generalist, Senior Consultant

Sophia Parker, Sage Hospitality, Area HR Manager

Maxine Maye, W Atlanta Midtown, Human Resources Manager

Peta Parkinson, Coca- Cola Company, Director, HR Consulting Services

Ariel Mayes Smith, Kennesaw State University Student, Student

Cathie Parrish, Delta Community Credit Union, Performance System Administrator

Carol Mayne, Sprint, HR Business Partner

Wendy Patel, SHRM-Atlanta, HR Manager

Brittany Mays

Reena Patel, Alston & Bird, Project Attorney

Patricia Mazone, The Atlanta Housing Authority

Satonya Payne, Georgia Department of Community Supervision, Deputy HR Director

Adrienne McAllister, Gwinnett County Government, HR Manager

Dawn Peak, Challenger, Gray & Christmas, Regional Sales Director

Gary McCrea, Atlanta Housing Authority

Caitlin Peake, Racetrac Petroleum, Inc.

Jasmine McCune, Bobby Dodd Institute, Staffing Coordinator

LaToya Penny, Clayton State University, Chapter President

Bo McDaniel, DOAS/Human Resources Administration,

Kelley Pethtel, RaceTrac Petroleum, Inc., HR Business Partner

Chris McFerrin, Veritiv, VP HR

Mark Pierce, Mark S Pierce, Reverse Mortgage Advisor

Farisa McGowan, The Kroger Co., District HR Manager

Michael Pilnick, First Advantage, Executive Vice President Human Resources

Kristin McKay, Wealthcarenetwork, Administrative Assistant / Marketing

Stephanie Pittman, Velociteach, Sales Representative for Mobile Learning

Tyrone McKitty, DCH

David Pitts, The Kroger Co., District HR Manager

Frederick McLeod, The Kroger Co.

Jen Platt

Brian McNeill, Challenger, Gray & Christmas, Inc., Vice President

Jonathan Poehlman, Lucas Group, SR Executive Search Consultant

Michelle Meadors, Georgia Technical Institute, HR Manager

Kristen Porter, Comcast Spotlight, Campaign Management Supervisor

Ginger Merrick, HR&Relo Advisors, Senior Consultant, SCRP, SGMS

Denise Powell, Georgia's Own Credit Union, Human Resources Business Partner

Beena Meshramkar, The Coca-Cola Company, HR Director

Shamecia Powers, Georgia Institute of Technology, Administrative Manager II

Kayla Meyer, Romanoff Renovations, HR Coordinator

Jaydale Poyotte, Georgia Institute of Technology, Administrative Manager

Quentin Misenheimer, Rollins, Inc., Managing Director, Field HR

Angelique Pratt, The Westin Peachtree Plaza,

LeShanda Mitchell, City of College Park, Human Resources, Director of Human Resources and Risk Management

Donna Pratt, Gwinnett County Government, HR Associate III Antonia Preston, Interstate National Corporation, Talent Manager Marlil Provost

26 SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

New SHRM-Atlanta Members Erica Queen, Gwinnett County Government, HR Technical Coordinator

Robin Stenzel, WestRock

Eric Reed, Southern Cross Inc., VP of Human Resources

Charles Stewart, Southwire Company, Human Resources Manager

Jill Reinert, Aaron's, Inc., AR Director

Kala Szlosek, Hennessy Ford Lincoln Atlanta, Human Resources Manager

Walter Rhett, GA DOT, HR SPecialist

Deena Takata, Jewish Family & Career Services, Job Placement Specialist/Career Coach

Chandra Kerley Ridley, CKR Strategic, CEO

Chavonna Tartt, Concessions International, LLC, HR Coordinator

Michele Rier, RaceTrac Petroleum, Inc.

Donna Tempelman, Georgia Power/Southern Company, HR Business Consultant, Staff

RHONDA RIGSBY, Hennessy Automobile Companies, Human Resource Manager

Jennifer Thompson, CrossLink Life Sciences, LLC, HR Manager

Katie Rivers, BrandBank, HR Coordinator

Gregory Towns, Kaiser Permanente - Regional Office, Human Resources Consultant

Meryl Rivett, IKEA, HR Business Partner

Diana Treadway, HR Consultant, Learning and Development Leader

Carmella Ross, Latric Systems, Director, HR

Rosalind Tucker, ARC, Principal Program Specialist

Melanie Ross, Conquest Recruiting, Managing Director

Avery Tucker, NY Life, Agent

Keri Rowe, GA DOT, Recruiter

Siham Tujanie, UPS Capital, HR Supervisor

Joanna Roy, Revenue Analytics, Partner

Malea Turner, ADP Resource, Human Resources Business Partner III

Nicole Ruffin, Jackson Healthcare, Director, Human Resources

Lee Van Syckle

Randi Russell

Denisse Viale, SumTotal Systems, Customer Sales Director

Amber Rutherford, Alston & Bird LLP, Talent Acquisition Coordinator

Patricia Victorio, Ricoh Electronics, Inc., Sr. HR Generalist

Noelani Rutley, Student

John Vincent, Eagle's Flight, VP, International Performance Solutions

Brock Ryan, Fortress Consulting, Member/Manager

Vince Vitti, infinitee, Vice President, Business Development

Michelle Sager

Zelina Wa-Dutumi, GA DOT, Recruiter

Mary Salazar, Suzanna's Kitchen Inc., HR Administrator

Stephen Walker, Dover Food Retail, Human Resources Manager

Christy Salgado, Greenway Health, Director, Talent Management Ops

Marzelle Wallace, SSA, Managemnt Program Analyst

Jonelle Samuel, Georgia Vocational Rehabilitation Agency, HR Manager

Paige Walters, Sovos Compliance, HR Associate

Sharon Sanders, Gwinnett County Government, HR Manager

Elisabeth Warrick, First Advantage, Brand Communications Manager

Whit Sanning, Prudential Financial, Financial Planner

Kelly Washington, DCH

Christina Sarabia, Celesios

Kim Washington, Turner Construction, HR Generalist

Jon Sass, Asbury Automotive Group, Talent Acquisition Business Partner

Amanda Watkins, State Bank of Georgia, VP/HR

Michelle Saunders, Gwinnett County Government, HR Associate III

Ashton Watt, Eckardt Electric, Manager of Personnel & Recruiting

Dan Sax, InterContinental Hotels Group, Head of Global HR Support

Christina Weatherford, Jamestown, HR Manager

Zach Schirtz, Paylocity, HCM Account Executive

Caitlin Weaver, SunTrust Banks, Inc, Group Vice President

Troy Schmidli, Troy Schmidli, Human Resources/Higher Education Administration

Jade West, InComm, HR Manager

Alicia Schnall, Qualified Staffing.com, Branch Manager

Carolyn Westry, Kaiser Permanente Georgia, Staffing Consultant

Kevin Scott, Gallagher, Benefits Consultant

Susan Whigham, Cogent Design, Inc., HR Administrator

Jessica Segal, Jewish Federation of Greater Atlanta, Director Leadership Development

Stephanie White, Wintergreen Corporation, Human Resources Assistant

Apurva Sharma, DOAS/Human Resources Administration, HR Specialist

Meredith Wikstrom, American College of Rheumatology, Director, Online Education

Cynthia Sheriff, FlightWorks, Inc., Human Resources

Courtney Williams, Cape Environmental Management Inc, HR Assistant

Rebecca Shoniber, HR Strategies, Sr. Human Resources Consultant

Kristopher Williams, NASCO, HR Generalist II

Alicia Sierra, Goizueta Business School-Emory University, Director, Human Resources and Diversity

Leslie Williams, AT&T, Inc., HR Business Partner

Clint Simmons, Patterson Pump Company Barbara Sitarz, Sidel Inc Lauren Sledge, Southern Company Services, HR Specialist Sr. Darrell Smith, Georgia Department of Community Supervision, HR Manager Yoli Smith, ImageFIRST, Regional HR Generalist Elizabeth Smith, Keller Williams Realty, Realtor William Smith, Accord Services, Process Improvement Specialist Eve Spencer, HIVE Revenue, Director of Recruiting Jeff Spratlin, The Home Depot- SSC Christina St. Amant, Deerland Enzymes, Inc., HR Generalist Sarah Stark, Lexis Nexis Risk Solutions, Manager Compensation

Ty Williams, Gordon Food Service, HR Generalist Deborah Wilson, Wilson Associates, Principal Tanya Wilson, Craneware Terrance Wingfield, Arclin, Human Resources Intern Venice Wise, ISO, HR Director Lydia Wood, AT&T, Associate Director - HR Business Partner LaTanja D Woods, SHRM National, Full-Time Student Diana Younts, First Advantage Consulting Firm, Managing Partner Lori Zeligman, BrandBank, HR Generalist

*New members from January 24 - May 30, 2018.

SHRM-ATLANTA CONNECTION | MAY/JUNE 2018

27

MARK YOUR CALENDAR

QUICK LINKS

Thursday, June 28 | 8:00-10:00 am: Pre-Chapter Meeting Workshop: What’s NOT Being Said NEEDS to Be Understood Thursday, June 28 | 11:00 am-1:30 pm: Summer Chapter Meeting - Dare to Matter: The HR Professional’s Rise to Significance Saturday, July 14 | 7:00 am-2:30 pm: Get Your SHIFT Together: Start Having Intentionality in Focusing Your Talent Wednesday, July 18 | 6:00-7:00 pm: Info Session: Certification Exam Review Thursday, July 19 | 7:30-9:30 am: Conflict to Collaboration: Techniques to Reduce Employee Relations Activity Wednesday, August 1 | 12-12:30 pm: Webinar Info Session: Certification Exam Review Tuesday, August 21 | 7:00 am - 4:30 pm: Fearless Leadership at All Levels, SHRM-Atlanta’s 2018 Symposium Wednesday, September 12 | 7:30-9:30 am: Authentic Business Relationships Tuesday, September 18 | 7:00 am - 4:30 pm: HR TechKnowledge Summit

Calendar of Events: shrmatlanta.org/calendar HR360: shrmatlanta.org/hr360 Assessment Resource Center: shrmatlanta.org/ARC Career Center: shrmatlanta.org/careercenter e-Human Resource Archives: shrmatlanta.org/ehr Partner with Us: shrmatlanta.org/sponsorship

GET INVOLVED Do you want to learn or improve your leadership abilities?

Are there skills you want to develop that could help in your career? SHRM-Atlanta empowers our members through a variety of volunteer opportunities that encourage leadership and personal growth.

Thursday, October 11 | 7:00 am - 4:30 pm: HR Everyday Summit

If you’re committed to helping the HR community grow and develop, we want to talk to you!

Monday, December 10 | 11:00 am - 1:30 pm: End of Year Chapter Meeting

Learn more at shrmatlanta.org/getinvolved

Sunday, February 3: Super Bowl LIII Volunteer Opportunity

JUST FOR FUN

Did you know...? Here are some fun and weird facts to share at your next dinner party or networking event!

The “dog days of summer” refer to the weeks between July 3 and August 11 and are named after the Dog Star (Sirius) in the Canis Major constellation. The ancient Greeks blamed Sirius for the hot temperatures, drought, discomfort, and sickness that occurred during the summer.

The Eiffel Tower is taller in summer. The height of the Eiffel Tower (which is 1,063 ft on average) changes depending on the season. When the hot summer sun beats down on it, thermal expansion causes the metal to grow. The tower can increase in height by as much as 6.75 inches.

Popsicles, a popular summer treat, were accidentally invented by an 11-year-old boy in San Francisco in 1905. He left a glass of soda sitting outside and by the next morning the soda had frozen. He began selling them at an amusement park in New Jersey. In the U.S., cherry is the number 1 flavor.

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