1. Richmond SHRM New Board Member Orientation January 2019

2. 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

3. 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

4. New Board Member Orientation Richmond SHRM - Organization
Chapter DEMOGRAPHICS

6. Education and Certification

8. 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.

9. 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.

10. 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

11. 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

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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

18. Townley Goldsmith-Ray
Jeannie Alcott
Executive Director
(cell)
Townley Goldsmith-Ray
Member Experience Manager
(ext. 3)
Karen Baker
Sponsorship Manager
(ext. 4)
Patricia Villa
Communications Manager
(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

19. 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!!