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  

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

New Board Member Orientation Richmond SHRM - Organization Chapter DEMOGRAPHICS

Education and Certification

Our Mission Statement. Richmond SHRM will 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. Facilitate relevant connections in the profession and in the community.

Five strategic pillars Professional Development Community Leadership Member Engagement Diversity and Inclusion Business Development Measures of Success: 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 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 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 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 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

SHRM Core Leadership Areas (CLAs) Seven CLAs Membership SHRM Foundation College Relations Diversity Certification Our core leadership areas are: Membership College Relations Diversity Governmental Affairs Certification SHRM Foundation Workforce Readiness Each chapter and state council should have a leader managing each of the core leadership areas (CLA’s). In smaller chapters, volunteers may “double up” these responsibilities. Government Affairs Workforce Readiness

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 Webinars – new offering Certification – Study Groups

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

Strengths Weaknesses Opportunities Threats 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 Aging Membership Financial sustainability

Board Member Expectations Planning Participate in setting goals and carrying out specific plans for your area (organizational goals) Develop area objectives for the year (maintenance goals) Financial Develop budget for area Operate responsibly within budget Help with fundraising

Board Member Expectations Attend all Board Meetings Attend as many chapter meetings and events as possible Learning Events, Socials and Networking Encourage others to attend and get involved in the chapter Spread the word about our offerings 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 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

Townley Goldsmith-Ray Jeannie Alcott 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 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

Board Member Resources 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!!