www Richmond SHRM org Richmond SHRM New Board
www. Richmond. SHRM. org Richmond SHRM New Board Member Orientation January 2019
AGENDA • Welcome and Introductions • About Richmond SHRM • History and demographics • Mission/ Vision • How we’re organized • Programs • SWOT • Finances • Board member Expectations • 2019 Calendar • Resources 2 www. Richmond. SHRM. org
www. Richmond. SHRM. org About Richmond SHRM • One of the largest chapters in the U. S. – Top 20 Super Mega status – 1000 Members • One of the oldest chapters in the U. S. – 60 years of excellence • One of the best chapters in the U. S. – Consistently recognized by SHRM as exemplary 3
New Board Member Orientation Richmond SHRM - Organization www. Richmond. SHRM. org Chapter DEMOGRAPHICS 4
Gender Ethnicity Other Hispanic 3% 1% Male 21% Black 15% www. Richmond. SHRM. org Female 79% White 81% Traditionalists ('27 Gen Y ('84 -'02) -'45) 2% 2% Birth Year Gen X ('65 -'83) 44% 5 Baby Boomers ('46 -'64) 52%
Education and Certification Doctorate 3% High School/GED/Assoc. 10% www. Richmond. SHRM. org Master's 37% Bachelor's/Beyond 51% W/Out Certifications 43% 6 With Certifications 57% PHR 46% SPHR 54% GPHR 0%
Industry. Government 12% Company Size Other 24% Less than 100 20% Over 1000 49% 100 – 499 [PERCENTAGE] 500 – 999 10% Services 10% www. Richmond. SHRM. org Health 13% Education 4% Finance 7% Employee Legal Development Job Function Relations 1% 5% Insurance 6% 7% 4% Other 17% uitment % Comp and Benefits 8% Retail 5% HR Generalist 47% Manufacturing [PERCENTAGE] Job Title Consultant Other 18% nsultant 8% Consulting 9% HR Specialist 9% Partner/CEO/CHRO 8% Manager 30% Director/Assist. 20% VP Assi [PERCEN
www. Richmond. SHRM. org Our Vision Every organization in RVA achieves excellence through its people and culture Our Mission Statement. Richmond SHRM will • Empower HR and business professionals to be strategic partners. • Provide forums for thought leadership. • Offer professional development opportunities to enhance HR competencies. 8 • Facilitate relevant connections in the profession and in the community.
www. Richmond. SHRM. org Five strategic pillars • • • Professional Development Community Leadership Member Engagement Diversity and Inclusion Business Development Measures of Success: • • 9 New revenue streams, participation levels increase, participant feedback, broader community reach, senior leadership support (including $). These (and other measures) need to be built into each strategic work stream with additional specificity.
2015 – 2018 Strategic Initiatives www. Richmond. SHRM. org 1. Grow membership and revenue through effective business development efforts – Build a sustainable enterprise financial model – Define and build the brand promise (including possible name change) and leverage it towards all efforts, including Sterling Awards 2. Create a Diversity and Inclusion Strategic Pillar – Integrate RADR fully into the organization through VP role on Executive Committee – Execute D&I conference in 2017 – Establish partnering relationships with NAAA, and Hispanic and Asian chambers 3. Increase membership engagement by creating a high quality chapter life experience – Develop and implement effective on-boarding for new members, and internal leadership succession planning – Develop a plan to build a sustainable volunteer program that supports seamless execution of all programs and chapter activities – Continue to build and execute robust, value-added professional development programming 4. Become a leader in Workforce Development in the Richmond region – Create a three year WFD strategy and tactics, including building partnerships with other Richmond WFD organizations 10
Seven CLAs www. Richmond. SHRM. org Membership SHRM Foundation College Relations Diversity Certification Government Affairs Workforce Readiness 11
www. Richmond. SHRM. org OUR PROGRAMS • Membership New Member Onboarding 6 per year Volunteer opportunities Networking/ Socials Student Chapter & YP forums • Professional Development Strategic Leadership Conference -- October Quarterly Seminar Series HR Unplugged 12 Webinars – new offering
www. Richmond. SHRM. org • Diversity and Inclusion – Beyond Diversity: Inclusion 2. 0 March – RADR: Richmond Area Diversity Roundtable (3 -4 per yr) • Community Leadership – Veteran Efforts – Workforce Conference (May) – Online Resource Guide • Business Development – Board and Staff responsibility 13
• Strengths – – RVA HR Community – very supportive Dedication and talent of volunteers Board and Staff Professional Development offerings – Conferences/Seminars • Weaknesses – Volunteer management/ How do we use them? – Membership renewals/ dues collections – Lack of metrics • Opportunities – Growth: include HR Dept. of One, Office Managers – Become more data driven – Increase presence at CHRO level • Threats 14 www. Richmond. SHRM. org – Aging Membership
Board Member Expectations www. Richmond. SHRM. org Ø Planning – Participate in setting goals and carrying out specific plans for your area (organizational goals) – Develop area objectives for the year (maintenance goals) Ø Financial – Develop budget for area – Operate responsibly within budget – Help with fundraising 15
Board Member Expectations www. Richmond. SHRM. org Ø Attend all Board Meetings Ø Attend as many chapter meetings and events as possible · Learning Events, Socials and Networking Ø Encourage others to attend and get involved in the chapter Ø Spread the word about our offerings · · 16 To other HR leaders and in your organization Learning Events – all offer HRCI ad SHRM credits Certification study groups Career center (job board) – makes revenue for chapter
Board Member Expectations www. Richmond. SHRM. org Ø Lead and develop your committees – Ensure you have right talent on your teams – Inspire and gain commitment from teams around 2019 goals – Coach Committee Chair in development of committee members, USE THE VOLUNTEERS, goal achievement – Solicit new committee members as needed – Regularly Review progress against metrics with committee chairs – Volunteer leaders are talent pipeline for Board 17
www. Richmond. SHRM. org Jeannie Alcott • Strategic oversight, local face of RSHRM, fundraising, Governance, employee management, SHRM reporting • Event planning, member interface, volunteer management • All sponsor fulfillment plus sponsorship marketing • Eblasts, Web updates, member calls • Invoices, renewal calls Executive Director 804 -338 -6977 (cell) Townley Goldsmith-Ray Member Experience Manager 804 -482 -7131 (ext. 3) Karen Baker Sponsorship Manager 804 -482 -7131 (ext. 4) Patricia Villa Communications Manager 804 -482 -7131 (ext. 2) Lucritia Mizelle Administrative Coordinator 18
Board Member Resources www. Richmond. SHRM. org • SHRM’s Volunteer Leader Resource Center at SHRM VLRC • Online Board Portal for important documents RSHRM Board Portal New Shared Access Site for Board Members coming!! 19
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