august 2015 newsletter - shrmshrmroguevalley.shrm.org/sites/shrmroguevalley.shrm.org/files/8_15...
TRANSCRIPT
AUGUST 2015 NEWSLETTER
Message from your President
Hello SHRM Rogue Valley Members
August is upon us time to celebrate the last few weeks of summer Howrsquos yoursummer winding up Maybe yoursquoll start the backshytoshyschool shopping marathon ormaybe yoursquore planning a summer farewell trip to Disneyland or maybe even yourlast camping hurrah for the season Whatever you choose to do to wrap up yoursummer your RV SHRM Chapter is hard at work trying to bring our membershipcontent relative to the evershychanging HR landscape Keep reading and see whatwersquove been up to recently
Top News
Keep an eye out this fall for the Southern Oregon Safety Conference ASSEis once again partnering with RV SHRM and offering a full HR Track Lastyear we were awarded 13 HRCI Credits for this event this year wersquoll submitfor both HRCI and SHRM credits If you havenrsquot attended before this is awonderful way to bring Safety related content and information back to yourHR Departments and meet and greet the wonderful Safety folks in the valley Keep watching our website for more info as it becomes availableAgain I wish to offer congratulations on all our members who have receivedtheir SHRM Certification so far this year Whether you have the HRCICertification or the SHRM Certification or both wersquore proud to have you
Subscribe Share Past Issues Translate
affiliated with Rogue Valley SHRM If there is anything else you would like tosee on the website or a great program topic or even an HR relatedquestion please feel free to contact us wersquore here to serve
Respectfully
Tanya Haakinson PHR SHRMshyCPPresident SHRMshyRogue Valley Chapter
August Program
An HR Professionals Guide to Gaining a Seat at theLeadership Table
In the world of HR itrsquos not just about finding the best peoplemdashitrsquos about finding thebest people at the lowest cost with the lowest possible attrition and the bestpossible performance The next generation of HR leadership is not aboutcompleting transactionsmdashitrsquos about helping drive the CEO and executive teams togreat decisions using the language they understand best numbers The strategicHR leader is expected to come to the table with hard data that impacts the bottomline
To provide support as a true business partner HR must have the ability tocommunicate with top management using hard data that impacts the bottom lineIn order to be effective and be a true business partner the HR department mustnot only measure activities (the tactical level) but more importantly the HR
department must execute and measure the HR deliverables that are strategicallyimportant By being able to show the value of HR to an organization HR leaderscan get a seat at the executive leadership table and truly impact the overallsuccess of an organizationDate Wednesday August 19 2015Networking 730 am to 800 amWorkshop Time 800 am to 1000 am
About the Presenter Jeannette Trumm is the Human Resources Director forNeuman Hotel Group a Southern Oregon hospitality group that owns and operatesthe Ashland Springs Hotel Inn at the Commons Lithia Springs Resort AshlandHills Hotel Larks Restaurant and the Waterstone Spa Jeannette has 15 years progressive experience in all facets of Human Resourceswith a Masterrsquos Degree in Business Administration (MBA) with a focus on HumanResources Management and a Professional of Human Resources (PHR)certification from the Human Resources Certification Institute (HRCI) Jeannette isalso an adjunct professor at Southern Oregon University teaching Strategic Staffingfor the undergraduate business program Meeting Location Smullin Health Education Center Lecture Hall 1 2825 E Barnett Road Medford OR 97501 Cost $1000 per member No charge for first time guests andstudents $1500 for nonshymember Credits SHRM credits available HRCI Business credits available RSVP To Julie Carr juliecarrblackstoneaudiocom Website wwwshrmroguevalleyshrmorg
Sharing Tools to Develop Better Leaders~ By Patricia (Trish) Forde SPHR GPHR SHRMshySCP
To those of you HR professionals and managers who are looking for ways to developyour managerssupervisors into better leaders there are some good tools available tohelp your folks get there John Quincy Adams once said ldquoIf your actions inspire othersto dream more learn more do more and become more you are a leaderrdquo Thatrsquos whatbusinesses need today to be successful hellip good leaders
As you know being a manager is not the same thing as being a leader Leaders musthave willing followers which doesnrsquot happen by accident Yes there are born leadersbut most of us become better leaders by learning from our mistakes and building ourpeople skills
With that in mind here is a tool that can help you improve your first line managers andsupervisors by having their subordinates fill out this survey and turn it in to HR Thesurvey identifies how the managersupervisor scores in the core capabilities of INVOLVING EMPOWERING GUIDING and DEVELOPING of their direct reports
Of course feedback can be skewed by employees who have a personal dislike of amanager however you will get a good picture of how the managersupervisor is viewedby their direct reports and what areas of development they need in order to get the bestperformance from their subordinates by conducting this brief easy survey
You can circulate the survey by paper or by utilizing SurveyMonkey distributing it toemployees and providing a deadline ldquorespond byrdquo date Give it a try and see whatvaluable feedback you getNote This is a confidential survey so the employee does not fill out hisher name theyjust fill out the managersupervisorrsquos name and then turn it in to HR hellip or viaSurveyMonkey
My ManagerSupervisor is _____________ (Insert Name or initials of Manager)As an opportunity to help your managersupervisor improve their performance pleasegive your managersupervisor a score on how well he or she does in the following corecapabilities
Score Interpretations Guide
DONATE YOUR GENTLY USED CLOTHES TO A GOOD CAUSEWorkforce Readiness Report by Kathryn Reinhardt Director
CAREER CLOTHING FAIR SPONSORED BY
If yoursquove been in the work world for a while chances are yoursquove gone on manyinterviews changed careers a time or two and may have experienced anunexpected job loss first hand Sometimes it takes a while to get ldquoback in thesaddlerdquo after a job loss and land that next position or make that career move Formany itrsquos a struggle to find appropriate clothing for the interview or the job oftendue to financial pressures Those financial pressures prevent our neighbors fromfinding items needed to ldquodress to impressrdquo or ldquodress for successrdquo
As a sponsor of the Southern Oregon Career Clothing Fair wersquore asking you tohelp us strengthen our local work force by making a donation Bring your gentlyuse clothing in good condition to the next three (3) Rogue Valley SHRM programevents and you will be entered into a drawing for a Dagoba Chocolate RainbowBag ($26 value) For each work item you bring we will give you a raffle ticket toenter the drawing Eligible donation items are slacks jeans tshyshirts suits blousesdresses skirts menrsquos attire and shoes Donations can be brought to the RVSHRM August and September programs at the Smullin Health Education Centerand the BrunchLunchshynshyLearn program next week at the Access shy Olsrud Centerfor Learning
If you are unable to attend those next three (3) RV SHRM events then additionaldropshyoff locations are available Encourage your friends and family to join you inhelping your Southern Oregon neighbors Thank you for making a difference inour workforce and community
Additional Dropshyoff Locations CDS (2655 S Pacific Hwy Medford) SOPTV (28 SFir St STE 200 Medford) SO Head Start (1001 Beall Ln Central Point)Ascentron (994 Antelope Rd White City) Hershey (1105 Benson Way Ashland)and Motorcycle USA (931 Chevy Way Medford)
ROGUE VALLEY CHAPTERshySHRM 2015 PROGRAM CALENDAR Smullin Center Rogue Regional Medical Center (RRMC)
January 21 2015800 shy 1000 am The HR Professional Competency Model A Road Map for SuccessPresented by Kari Strobel PhDSociety for Human Resource Management (SHRM)
No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHRProfessor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am
Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program
Last year the Society for Human Resource Management (SHRM) launchedtheir own certifications for the HR profession called the SHRMshyCP and the SHRMshySCP Over the past number of years certification was attained through HRCI (PHR
SPHR HRBP HRMP)
In order to allow our membership the opportunity to choose the path that is right forthem we will be offering a study group in the fall for 2015 for the HRCI Certificationand in 2016 for the SHRM certification Due to the response of our members the2015 HRCI Certification will be a blended learning opportunity based online with
only two ldquoin personrdquo study sessions The group study will include remotediscussion sessions testing and materials for study
The 2015 Study Sessions will begin in September 2015 and run through the firstweek of December (12 weeks) To sit for the HRCI Exam this winter you will need
to register at httpwwwhrciorgapplyapplicationshyprocess
To receive information or sign up for the study session please complete thesurvey at httpswwwsurveymonkeycomr975DVPQ
If you have questions ndash please reach out to Theresa Morris our CertificationDirector for 2015
CAREER OPPORTUNITIES
Payroll Specialist The BBSI Payroll Specialist is a key member of businessunit that consults on a broad range of organizational andmanagement issues The primary objective of the PayrollSpecialist is to process perfect and timely payroll andprovide solutions to improve payroll processes and systemsfor our clients and BBSI This person must demonstrate strong business acumenand possess an entrepreneurial spirit with a genuine desireto proactively and consistently deliver value to our clientsand internal teams REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit branch and corporateoffice DUTIES AND RESPONSIBILITIES
Act as business ownersrsquo advocateDrive Tier movement within client companiesRun perfect and timely onshy and offshycycle payrolls formultiple client companiesBecome an expert in BBSI payroll timekeeping andHRIS systems and identify systems options toachieve better results for clientsPerform onshysite client payroll training andimplementation planningPerform EFTs aging follow up net calculations EDDbenefit audits and benefits billing administrationIdentify client reporting needs and develop andprepare reportsData entry and file maintenance to include employeeonshyboarding changes and terminationsOther duties and responsibilities as assigned
CORE TRAITSCOMPETENCIES
Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business
SPECIAL REQUIREMENTS
Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel
If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
affiliated with Rogue Valley SHRM If there is anything else you would like tosee on the website or a great program topic or even an HR relatedquestion please feel free to contact us wersquore here to serve
Respectfully
Tanya Haakinson PHR SHRMshyCPPresident SHRMshyRogue Valley Chapter
August Program
An HR Professionals Guide to Gaining a Seat at theLeadership Table
In the world of HR itrsquos not just about finding the best peoplemdashitrsquos about finding thebest people at the lowest cost with the lowest possible attrition and the bestpossible performance The next generation of HR leadership is not aboutcompleting transactionsmdashitrsquos about helping drive the CEO and executive teams togreat decisions using the language they understand best numbers The strategicHR leader is expected to come to the table with hard data that impacts the bottomline
To provide support as a true business partner HR must have the ability tocommunicate with top management using hard data that impacts the bottom lineIn order to be effective and be a true business partner the HR department mustnot only measure activities (the tactical level) but more importantly the HR
department must execute and measure the HR deliverables that are strategicallyimportant By being able to show the value of HR to an organization HR leaderscan get a seat at the executive leadership table and truly impact the overallsuccess of an organizationDate Wednesday August 19 2015Networking 730 am to 800 amWorkshop Time 800 am to 1000 am
About the Presenter Jeannette Trumm is the Human Resources Director forNeuman Hotel Group a Southern Oregon hospitality group that owns and operatesthe Ashland Springs Hotel Inn at the Commons Lithia Springs Resort AshlandHills Hotel Larks Restaurant and the Waterstone Spa Jeannette has 15 years progressive experience in all facets of Human Resourceswith a Masterrsquos Degree in Business Administration (MBA) with a focus on HumanResources Management and a Professional of Human Resources (PHR)certification from the Human Resources Certification Institute (HRCI) Jeannette isalso an adjunct professor at Southern Oregon University teaching Strategic Staffingfor the undergraduate business program Meeting Location Smullin Health Education Center Lecture Hall 1 2825 E Barnett Road Medford OR 97501 Cost $1000 per member No charge for first time guests andstudents $1500 for nonshymember Credits SHRM credits available HRCI Business credits available RSVP To Julie Carr juliecarrblackstoneaudiocom Website wwwshrmroguevalleyshrmorg
Sharing Tools to Develop Better Leaders~ By Patricia (Trish) Forde SPHR GPHR SHRMshySCP
To those of you HR professionals and managers who are looking for ways to developyour managerssupervisors into better leaders there are some good tools available tohelp your folks get there John Quincy Adams once said ldquoIf your actions inspire othersto dream more learn more do more and become more you are a leaderrdquo Thatrsquos whatbusinesses need today to be successful hellip good leaders
As you know being a manager is not the same thing as being a leader Leaders musthave willing followers which doesnrsquot happen by accident Yes there are born leadersbut most of us become better leaders by learning from our mistakes and building ourpeople skills
With that in mind here is a tool that can help you improve your first line managers andsupervisors by having their subordinates fill out this survey and turn it in to HR Thesurvey identifies how the managersupervisor scores in the core capabilities of INVOLVING EMPOWERING GUIDING and DEVELOPING of their direct reports
Of course feedback can be skewed by employees who have a personal dislike of amanager however you will get a good picture of how the managersupervisor is viewedby their direct reports and what areas of development they need in order to get the bestperformance from their subordinates by conducting this brief easy survey
You can circulate the survey by paper or by utilizing SurveyMonkey distributing it toemployees and providing a deadline ldquorespond byrdquo date Give it a try and see whatvaluable feedback you getNote This is a confidential survey so the employee does not fill out hisher name theyjust fill out the managersupervisorrsquos name and then turn it in to HR hellip or viaSurveyMonkey
My ManagerSupervisor is _____________ (Insert Name or initials of Manager)As an opportunity to help your managersupervisor improve their performance pleasegive your managersupervisor a score on how well he or she does in the following corecapabilities
Score Interpretations Guide
DONATE YOUR GENTLY USED CLOTHES TO A GOOD CAUSEWorkforce Readiness Report by Kathryn Reinhardt Director
CAREER CLOTHING FAIR SPONSORED BY
If yoursquove been in the work world for a while chances are yoursquove gone on manyinterviews changed careers a time or two and may have experienced anunexpected job loss first hand Sometimes it takes a while to get ldquoback in thesaddlerdquo after a job loss and land that next position or make that career move Formany itrsquos a struggle to find appropriate clothing for the interview or the job oftendue to financial pressures Those financial pressures prevent our neighbors fromfinding items needed to ldquodress to impressrdquo or ldquodress for successrdquo
As a sponsor of the Southern Oregon Career Clothing Fair wersquore asking you tohelp us strengthen our local work force by making a donation Bring your gentlyuse clothing in good condition to the next three (3) Rogue Valley SHRM programevents and you will be entered into a drawing for a Dagoba Chocolate RainbowBag ($26 value) For each work item you bring we will give you a raffle ticket toenter the drawing Eligible donation items are slacks jeans tshyshirts suits blousesdresses skirts menrsquos attire and shoes Donations can be brought to the RVSHRM August and September programs at the Smullin Health Education Centerand the BrunchLunchshynshyLearn program next week at the Access shy Olsrud Centerfor Learning
If you are unable to attend those next three (3) RV SHRM events then additionaldropshyoff locations are available Encourage your friends and family to join you inhelping your Southern Oregon neighbors Thank you for making a difference inour workforce and community
Additional Dropshyoff Locations CDS (2655 S Pacific Hwy Medford) SOPTV (28 SFir St STE 200 Medford) SO Head Start (1001 Beall Ln Central Point)Ascentron (994 Antelope Rd White City) Hershey (1105 Benson Way Ashland)and Motorcycle USA (931 Chevy Way Medford)
ROGUE VALLEY CHAPTERshySHRM 2015 PROGRAM CALENDAR Smullin Center Rogue Regional Medical Center (RRMC)
January 21 2015800 shy 1000 am The HR Professional Competency Model A Road Map for SuccessPresented by Kari Strobel PhDSociety for Human Resource Management (SHRM)
No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHRProfessor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am
Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program
Last year the Society for Human Resource Management (SHRM) launchedtheir own certifications for the HR profession called the SHRMshyCP and the SHRMshySCP Over the past number of years certification was attained through HRCI (PHR
SPHR HRBP HRMP)
In order to allow our membership the opportunity to choose the path that is right forthem we will be offering a study group in the fall for 2015 for the HRCI Certificationand in 2016 for the SHRM certification Due to the response of our members the2015 HRCI Certification will be a blended learning opportunity based online with
only two ldquoin personrdquo study sessions The group study will include remotediscussion sessions testing and materials for study
The 2015 Study Sessions will begin in September 2015 and run through the firstweek of December (12 weeks) To sit for the HRCI Exam this winter you will need
to register at httpwwwhrciorgapplyapplicationshyprocess
To receive information or sign up for the study session please complete thesurvey at httpswwwsurveymonkeycomr975DVPQ
If you have questions ndash please reach out to Theresa Morris our CertificationDirector for 2015
CAREER OPPORTUNITIES
Payroll Specialist The BBSI Payroll Specialist is a key member of businessunit that consults on a broad range of organizational andmanagement issues The primary objective of the PayrollSpecialist is to process perfect and timely payroll andprovide solutions to improve payroll processes and systemsfor our clients and BBSI This person must demonstrate strong business acumenand possess an entrepreneurial spirit with a genuine desireto proactively and consistently deliver value to our clientsand internal teams REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit branch and corporateoffice DUTIES AND RESPONSIBILITIES
Act as business ownersrsquo advocateDrive Tier movement within client companiesRun perfect and timely onshy and offshycycle payrolls formultiple client companiesBecome an expert in BBSI payroll timekeeping andHRIS systems and identify systems options toachieve better results for clientsPerform onshysite client payroll training andimplementation planningPerform EFTs aging follow up net calculations EDDbenefit audits and benefits billing administrationIdentify client reporting needs and develop andprepare reportsData entry and file maintenance to include employeeonshyboarding changes and terminationsOther duties and responsibilities as assigned
CORE TRAITSCOMPETENCIES
Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business
SPECIAL REQUIREMENTS
Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel
If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
department must execute and measure the HR deliverables that are strategicallyimportant By being able to show the value of HR to an organization HR leaderscan get a seat at the executive leadership table and truly impact the overallsuccess of an organizationDate Wednesday August 19 2015Networking 730 am to 800 amWorkshop Time 800 am to 1000 am
About the Presenter Jeannette Trumm is the Human Resources Director forNeuman Hotel Group a Southern Oregon hospitality group that owns and operatesthe Ashland Springs Hotel Inn at the Commons Lithia Springs Resort AshlandHills Hotel Larks Restaurant and the Waterstone Spa Jeannette has 15 years progressive experience in all facets of Human Resourceswith a Masterrsquos Degree in Business Administration (MBA) with a focus on HumanResources Management and a Professional of Human Resources (PHR)certification from the Human Resources Certification Institute (HRCI) Jeannette isalso an adjunct professor at Southern Oregon University teaching Strategic Staffingfor the undergraduate business program Meeting Location Smullin Health Education Center Lecture Hall 1 2825 E Barnett Road Medford OR 97501 Cost $1000 per member No charge for first time guests andstudents $1500 for nonshymember Credits SHRM credits available HRCI Business credits available RSVP To Julie Carr juliecarrblackstoneaudiocom Website wwwshrmroguevalleyshrmorg
Sharing Tools to Develop Better Leaders~ By Patricia (Trish) Forde SPHR GPHR SHRMshySCP
To those of you HR professionals and managers who are looking for ways to developyour managerssupervisors into better leaders there are some good tools available tohelp your folks get there John Quincy Adams once said ldquoIf your actions inspire othersto dream more learn more do more and become more you are a leaderrdquo Thatrsquos whatbusinesses need today to be successful hellip good leaders
As you know being a manager is not the same thing as being a leader Leaders musthave willing followers which doesnrsquot happen by accident Yes there are born leadersbut most of us become better leaders by learning from our mistakes and building ourpeople skills
With that in mind here is a tool that can help you improve your first line managers andsupervisors by having their subordinates fill out this survey and turn it in to HR Thesurvey identifies how the managersupervisor scores in the core capabilities of INVOLVING EMPOWERING GUIDING and DEVELOPING of their direct reports
Of course feedback can be skewed by employees who have a personal dislike of amanager however you will get a good picture of how the managersupervisor is viewedby their direct reports and what areas of development they need in order to get the bestperformance from their subordinates by conducting this brief easy survey
You can circulate the survey by paper or by utilizing SurveyMonkey distributing it toemployees and providing a deadline ldquorespond byrdquo date Give it a try and see whatvaluable feedback you getNote This is a confidential survey so the employee does not fill out hisher name theyjust fill out the managersupervisorrsquos name and then turn it in to HR hellip or viaSurveyMonkey
My ManagerSupervisor is _____________ (Insert Name or initials of Manager)As an opportunity to help your managersupervisor improve their performance pleasegive your managersupervisor a score on how well he or she does in the following corecapabilities
Score Interpretations Guide
DONATE YOUR GENTLY USED CLOTHES TO A GOOD CAUSEWorkforce Readiness Report by Kathryn Reinhardt Director
CAREER CLOTHING FAIR SPONSORED BY
If yoursquove been in the work world for a while chances are yoursquove gone on manyinterviews changed careers a time or two and may have experienced anunexpected job loss first hand Sometimes it takes a while to get ldquoback in thesaddlerdquo after a job loss and land that next position or make that career move Formany itrsquos a struggle to find appropriate clothing for the interview or the job oftendue to financial pressures Those financial pressures prevent our neighbors fromfinding items needed to ldquodress to impressrdquo or ldquodress for successrdquo
As a sponsor of the Southern Oregon Career Clothing Fair wersquore asking you tohelp us strengthen our local work force by making a donation Bring your gentlyuse clothing in good condition to the next three (3) Rogue Valley SHRM programevents and you will be entered into a drawing for a Dagoba Chocolate RainbowBag ($26 value) For each work item you bring we will give you a raffle ticket toenter the drawing Eligible donation items are slacks jeans tshyshirts suits blousesdresses skirts menrsquos attire and shoes Donations can be brought to the RVSHRM August and September programs at the Smullin Health Education Centerand the BrunchLunchshynshyLearn program next week at the Access shy Olsrud Centerfor Learning
If you are unable to attend those next three (3) RV SHRM events then additionaldropshyoff locations are available Encourage your friends and family to join you inhelping your Southern Oregon neighbors Thank you for making a difference inour workforce and community
Additional Dropshyoff Locations CDS (2655 S Pacific Hwy Medford) SOPTV (28 SFir St STE 200 Medford) SO Head Start (1001 Beall Ln Central Point)Ascentron (994 Antelope Rd White City) Hershey (1105 Benson Way Ashland)and Motorcycle USA (931 Chevy Way Medford)
ROGUE VALLEY CHAPTERshySHRM 2015 PROGRAM CALENDAR Smullin Center Rogue Regional Medical Center (RRMC)
January 21 2015800 shy 1000 am The HR Professional Competency Model A Road Map for SuccessPresented by Kari Strobel PhDSociety for Human Resource Management (SHRM)
No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHRProfessor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am
Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program
Last year the Society for Human Resource Management (SHRM) launchedtheir own certifications for the HR profession called the SHRMshyCP and the SHRMshySCP Over the past number of years certification was attained through HRCI (PHR
SPHR HRBP HRMP)
In order to allow our membership the opportunity to choose the path that is right forthem we will be offering a study group in the fall for 2015 for the HRCI Certificationand in 2016 for the SHRM certification Due to the response of our members the2015 HRCI Certification will be a blended learning opportunity based online with
only two ldquoin personrdquo study sessions The group study will include remotediscussion sessions testing and materials for study
The 2015 Study Sessions will begin in September 2015 and run through the firstweek of December (12 weeks) To sit for the HRCI Exam this winter you will need
to register at httpwwwhrciorgapplyapplicationshyprocess
To receive information or sign up for the study session please complete thesurvey at httpswwwsurveymonkeycomr975DVPQ
If you have questions ndash please reach out to Theresa Morris our CertificationDirector for 2015
CAREER OPPORTUNITIES
Payroll Specialist The BBSI Payroll Specialist is a key member of businessunit that consults on a broad range of organizational andmanagement issues The primary objective of the PayrollSpecialist is to process perfect and timely payroll andprovide solutions to improve payroll processes and systemsfor our clients and BBSI This person must demonstrate strong business acumenand possess an entrepreneurial spirit with a genuine desireto proactively and consistently deliver value to our clientsand internal teams REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit branch and corporateoffice DUTIES AND RESPONSIBILITIES
Act as business ownersrsquo advocateDrive Tier movement within client companiesRun perfect and timely onshy and offshycycle payrolls formultiple client companiesBecome an expert in BBSI payroll timekeeping andHRIS systems and identify systems options toachieve better results for clientsPerform onshysite client payroll training andimplementation planningPerform EFTs aging follow up net calculations EDDbenefit audits and benefits billing administrationIdentify client reporting needs and develop andprepare reportsData entry and file maintenance to include employeeonshyboarding changes and terminationsOther duties and responsibilities as assigned
CORE TRAITSCOMPETENCIES
Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business
SPECIAL REQUIREMENTS
Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel
If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
As you know being a manager is not the same thing as being a leader Leaders musthave willing followers which doesnrsquot happen by accident Yes there are born leadersbut most of us become better leaders by learning from our mistakes and building ourpeople skills
With that in mind here is a tool that can help you improve your first line managers andsupervisors by having their subordinates fill out this survey and turn it in to HR Thesurvey identifies how the managersupervisor scores in the core capabilities of INVOLVING EMPOWERING GUIDING and DEVELOPING of their direct reports
Of course feedback can be skewed by employees who have a personal dislike of amanager however you will get a good picture of how the managersupervisor is viewedby their direct reports and what areas of development they need in order to get the bestperformance from their subordinates by conducting this brief easy survey
You can circulate the survey by paper or by utilizing SurveyMonkey distributing it toemployees and providing a deadline ldquorespond byrdquo date Give it a try and see whatvaluable feedback you getNote This is a confidential survey so the employee does not fill out hisher name theyjust fill out the managersupervisorrsquos name and then turn it in to HR hellip or viaSurveyMonkey
My ManagerSupervisor is _____________ (Insert Name or initials of Manager)As an opportunity to help your managersupervisor improve their performance pleasegive your managersupervisor a score on how well he or she does in the following corecapabilities
Score Interpretations Guide
DONATE YOUR GENTLY USED CLOTHES TO A GOOD CAUSEWorkforce Readiness Report by Kathryn Reinhardt Director
CAREER CLOTHING FAIR SPONSORED BY
If yoursquove been in the work world for a while chances are yoursquove gone on manyinterviews changed careers a time or two and may have experienced anunexpected job loss first hand Sometimes it takes a while to get ldquoback in thesaddlerdquo after a job loss and land that next position or make that career move Formany itrsquos a struggle to find appropriate clothing for the interview or the job oftendue to financial pressures Those financial pressures prevent our neighbors fromfinding items needed to ldquodress to impressrdquo or ldquodress for successrdquo
As a sponsor of the Southern Oregon Career Clothing Fair wersquore asking you tohelp us strengthen our local work force by making a donation Bring your gentlyuse clothing in good condition to the next three (3) Rogue Valley SHRM programevents and you will be entered into a drawing for a Dagoba Chocolate RainbowBag ($26 value) For each work item you bring we will give you a raffle ticket toenter the drawing Eligible donation items are slacks jeans tshyshirts suits blousesdresses skirts menrsquos attire and shoes Donations can be brought to the RVSHRM August and September programs at the Smullin Health Education Centerand the BrunchLunchshynshyLearn program next week at the Access shy Olsrud Centerfor Learning
If you are unable to attend those next three (3) RV SHRM events then additionaldropshyoff locations are available Encourage your friends and family to join you inhelping your Southern Oregon neighbors Thank you for making a difference inour workforce and community
Additional Dropshyoff Locations CDS (2655 S Pacific Hwy Medford) SOPTV (28 SFir St STE 200 Medford) SO Head Start (1001 Beall Ln Central Point)Ascentron (994 Antelope Rd White City) Hershey (1105 Benson Way Ashland)and Motorcycle USA (931 Chevy Way Medford)
ROGUE VALLEY CHAPTERshySHRM 2015 PROGRAM CALENDAR Smullin Center Rogue Regional Medical Center (RRMC)
January 21 2015800 shy 1000 am The HR Professional Competency Model A Road Map for SuccessPresented by Kari Strobel PhDSociety for Human Resource Management (SHRM)
No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHRProfessor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am
Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program
Last year the Society for Human Resource Management (SHRM) launchedtheir own certifications for the HR profession called the SHRMshyCP and the SHRMshySCP Over the past number of years certification was attained through HRCI (PHR
SPHR HRBP HRMP)
In order to allow our membership the opportunity to choose the path that is right forthem we will be offering a study group in the fall for 2015 for the HRCI Certificationand in 2016 for the SHRM certification Due to the response of our members the2015 HRCI Certification will be a blended learning opportunity based online with
only two ldquoin personrdquo study sessions The group study will include remotediscussion sessions testing and materials for study
The 2015 Study Sessions will begin in September 2015 and run through the firstweek of December (12 weeks) To sit for the HRCI Exam this winter you will need
to register at httpwwwhrciorgapplyapplicationshyprocess
To receive information or sign up for the study session please complete thesurvey at httpswwwsurveymonkeycomr975DVPQ
If you have questions ndash please reach out to Theresa Morris our CertificationDirector for 2015
CAREER OPPORTUNITIES
Payroll Specialist The BBSI Payroll Specialist is a key member of businessunit that consults on a broad range of organizational andmanagement issues The primary objective of the PayrollSpecialist is to process perfect and timely payroll andprovide solutions to improve payroll processes and systemsfor our clients and BBSI This person must demonstrate strong business acumenand possess an entrepreneurial spirit with a genuine desireto proactively and consistently deliver value to our clientsand internal teams REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit branch and corporateoffice DUTIES AND RESPONSIBILITIES
Act as business ownersrsquo advocateDrive Tier movement within client companiesRun perfect and timely onshy and offshycycle payrolls formultiple client companiesBecome an expert in BBSI payroll timekeeping andHRIS systems and identify systems options toachieve better results for clientsPerform onshysite client payroll training andimplementation planningPerform EFTs aging follow up net calculations EDDbenefit audits and benefits billing administrationIdentify client reporting needs and develop andprepare reportsData entry and file maintenance to include employeeonshyboarding changes and terminationsOther duties and responsibilities as assigned
CORE TRAITSCOMPETENCIES
Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business
SPECIAL REQUIREMENTS
Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel
If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
Score Interpretations Guide
DONATE YOUR GENTLY USED CLOTHES TO A GOOD CAUSEWorkforce Readiness Report by Kathryn Reinhardt Director
CAREER CLOTHING FAIR SPONSORED BY
If yoursquove been in the work world for a while chances are yoursquove gone on manyinterviews changed careers a time or two and may have experienced anunexpected job loss first hand Sometimes it takes a while to get ldquoback in thesaddlerdquo after a job loss and land that next position or make that career move Formany itrsquos a struggle to find appropriate clothing for the interview or the job oftendue to financial pressures Those financial pressures prevent our neighbors fromfinding items needed to ldquodress to impressrdquo or ldquodress for successrdquo
As a sponsor of the Southern Oregon Career Clothing Fair wersquore asking you tohelp us strengthen our local work force by making a donation Bring your gentlyuse clothing in good condition to the next three (3) Rogue Valley SHRM programevents and you will be entered into a drawing for a Dagoba Chocolate RainbowBag ($26 value) For each work item you bring we will give you a raffle ticket toenter the drawing Eligible donation items are slacks jeans tshyshirts suits blousesdresses skirts menrsquos attire and shoes Donations can be brought to the RVSHRM August and September programs at the Smullin Health Education Centerand the BrunchLunchshynshyLearn program next week at the Access shy Olsrud Centerfor Learning
If you are unable to attend those next three (3) RV SHRM events then additionaldropshyoff locations are available Encourage your friends and family to join you inhelping your Southern Oregon neighbors Thank you for making a difference inour workforce and community
Additional Dropshyoff Locations CDS (2655 S Pacific Hwy Medford) SOPTV (28 SFir St STE 200 Medford) SO Head Start (1001 Beall Ln Central Point)Ascentron (994 Antelope Rd White City) Hershey (1105 Benson Way Ashland)and Motorcycle USA (931 Chevy Way Medford)
ROGUE VALLEY CHAPTERshySHRM 2015 PROGRAM CALENDAR Smullin Center Rogue Regional Medical Center (RRMC)
January 21 2015800 shy 1000 am The HR Professional Competency Model A Road Map for SuccessPresented by Kari Strobel PhDSociety for Human Resource Management (SHRM)
No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHRProfessor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am
Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program
Last year the Society for Human Resource Management (SHRM) launchedtheir own certifications for the HR profession called the SHRMshyCP and the SHRMshySCP Over the past number of years certification was attained through HRCI (PHR
SPHR HRBP HRMP)
In order to allow our membership the opportunity to choose the path that is right forthem we will be offering a study group in the fall for 2015 for the HRCI Certificationand in 2016 for the SHRM certification Due to the response of our members the2015 HRCI Certification will be a blended learning opportunity based online with
only two ldquoin personrdquo study sessions The group study will include remotediscussion sessions testing and materials for study
The 2015 Study Sessions will begin in September 2015 and run through the firstweek of December (12 weeks) To sit for the HRCI Exam this winter you will need
to register at httpwwwhrciorgapplyapplicationshyprocess
To receive information or sign up for the study session please complete thesurvey at httpswwwsurveymonkeycomr975DVPQ
If you have questions ndash please reach out to Theresa Morris our CertificationDirector for 2015
CAREER OPPORTUNITIES
Payroll Specialist The BBSI Payroll Specialist is a key member of businessunit that consults on a broad range of organizational andmanagement issues The primary objective of the PayrollSpecialist is to process perfect and timely payroll andprovide solutions to improve payroll processes and systemsfor our clients and BBSI This person must demonstrate strong business acumenand possess an entrepreneurial spirit with a genuine desireto proactively and consistently deliver value to our clientsand internal teams REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit branch and corporateoffice DUTIES AND RESPONSIBILITIES
Act as business ownersrsquo advocateDrive Tier movement within client companiesRun perfect and timely onshy and offshycycle payrolls formultiple client companiesBecome an expert in BBSI payroll timekeeping andHRIS systems and identify systems options toachieve better results for clientsPerform onshysite client payroll training andimplementation planningPerform EFTs aging follow up net calculations EDDbenefit audits and benefits billing administrationIdentify client reporting needs and develop andprepare reportsData entry and file maintenance to include employeeonshyboarding changes and terminationsOther duties and responsibilities as assigned
CORE TRAITSCOMPETENCIES
Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business
SPECIAL REQUIREMENTS
Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel
If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
DONATE YOUR GENTLY USED CLOTHES TO A GOOD CAUSEWorkforce Readiness Report by Kathryn Reinhardt Director
CAREER CLOTHING FAIR SPONSORED BY
If yoursquove been in the work world for a while chances are yoursquove gone on manyinterviews changed careers a time or two and may have experienced anunexpected job loss first hand Sometimes it takes a while to get ldquoback in thesaddlerdquo after a job loss and land that next position or make that career move Formany itrsquos a struggle to find appropriate clothing for the interview or the job oftendue to financial pressures Those financial pressures prevent our neighbors fromfinding items needed to ldquodress to impressrdquo or ldquodress for successrdquo
As a sponsor of the Southern Oregon Career Clothing Fair wersquore asking you tohelp us strengthen our local work force by making a donation Bring your gentlyuse clothing in good condition to the next three (3) Rogue Valley SHRM programevents and you will be entered into a drawing for a Dagoba Chocolate RainbowBag ($26 value) For each work item you bring we will give you a raffle ticket toenter the drawing Eligible donation items are slacks jeans tshyshirts suits blousesdresses skirts menrsquos attire and shoes Donations can be brought to the RVSHRM August and September programs at the Smullin Health Education Centerand the BrunchLunchshynshyLearn program next week at the Access shy Olsrud Centerfor Learning
If you are unable to attend those next three (3) RV SHRM events then additionaldropshyoff locations are available Encourage your friends and family to join you inhelping your Southern Oregon neighbors Thank you for making a difference inour workforce and community
Additional Dropshyoff Locations CDS (2655 S Pacific Hwy Medford) SOPTV (28 SFir St STE 200 Medford) SO Head Start (1001 Beall Ln Central Point)Ascentron (994 Antelope Rd White City) Hershey (1105 Benson Way Ashland)and Motorcycle USA (931 Chevy Way Medford)
ROGUE VALLEY CHAPTERshySHRM 2015 PROGRAM CALENDAR Smullin Center Rogue Regional Medical Center (RRMC)
January 21 2015800 shy 1000 am The HR Professional Competency Model A Road Map for SuccessPresented by Kari Strobel PhDSociety for Human Resource Management (SHRM)
No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHRProfessor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am
Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program
Last year the Society for Human Resource Management (SHRM) launchedtheir own certifications for the HR profession called the SHRMshyCP and the SHRMshySCP Over the past number of years certification was attained through HRCI (PHR
SPHR HRBP HRMP)
In order to allow our membership the opportunity to choose the path that is right forthem we will be offering a study group in the fall for 2015 for the HRCI Certificationand in 2016 for the SHRM certification Due to the response of our members the2015 HRCI Certification will be a blended learning opportunity based online with
only two ldquoin personrdquo study sessions The group study will include remotediscussion sessions testing and materials for study
The 2015 Study Sessions will begin in September 2015 and run through the firstweek of December (12 weeks) To sit for the HRCI Exam this winter you will need
to register at httpwwwhrciorgapplyapplicationshyprocess
To receive information or sign up for the study session please complete thesurvey at httpswwwsurveymonkeycomr975DVPQ
If you have questions ndash please reach out to Theresa Morris our CertificationDirector for 2015
CAREER OPPORTUNITIES
Payroll Specialist The BBSI Payroll Specialist is a key member of businessunit that consults on a broad range of organizational andmanagement issues The primary objective of the PayrollSpecialist is to process perfect and timely payroll andprovide solutions to improve payroll processes and systemsfor our clients and BBSI This person must demonstrate strong business acumenand possess an entrepreneurial spirit with a genuine desireto proactively and consistently deliver value to our clientsand internal teams REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit branch and corporateoffice DUTIES AND RESPONSIBILITIES
Act as business ownersrsquo advocateDrive Tier movement within client companiesRun perfect and timely onshy and offshycycle payrolls formultiple client companiesBecome an expert in BBSI payroll timekeeping andHRIS systems and identify systems options toachieve better results for clientsPerform onshysite client payroll training andimplementation planningPerform EFTs aging follow up net calculations EDDbenefit audits and benefits billing administrationIdentify client reporting needs and develop andprepare reportsData entry and file maintenance to include employeeonshyboarding changes and terminationsOther duties and responsibilities as assigned
CORE TRAITSCOMPETENCIES
Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business
SPECIAL REQUIREMENTS
Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel
If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
If you are unable to attend those next three (3) RV SHRM events then additionaldropshyoff locations are available Encourage your friends and family to join you inhelping your Southern Oregon neighbors Thank you for making a difference inour workforce and community
Additional Dropshyoff Locations CDS (2655 S Pacific Hwy Medford) SOPTV (28 SFir St STE 200 Medford) SO Head Start (1001 Beall Ln Central Point)Ascentron (994 Antelope Rd White City) Hershey (1105 Benson Way Ashland)and Motorcycle USA (931 Chevy Way Medford)
ROGUE VALLEY CHAPTERshySHRM 2015 PROGRAM CALENDAR Smullin Center Rogue Regional Medical Center (RRMC)
January 21 2015800 shy 1000 am The HR Professional Competency Model A Road Map for SuccessPresented by Kari Strobel PhDSociety for Human Resource Management (SHRM)
No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHRProfessor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am
Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program
Last year the Society for Human Resource Management (SHRM) launchedtheir own certifications for the HR profession called the SHRMshyCP and the SHRMshySCP Over the past number of years certification was attained through HRCI (PHR
SPHR HRBP HRMP)
In order to allow our membership the opportunity to choose the path that is right forthem we will be offering a study group in the fall for 2015 for the HRCI Certificationand in 2016 for the SHRM certification Due to the response of our members the2015 HRCI Certification will be a blended learning opportunity based online with
only two ldquoin personrdquo study sessions The group study will include remotediscussion sessions testing and materials for study
The 2015 Study Sessions will begin in September 2015 and run through the firstweek of December (12 weeks) To sit for the HRCI Exam this winter you will need
to register at httpwwwhrciorgapplyapplicationshyprocess
To receive information or sign up for the study session please complete thesurvey at httpswwwsurveymonkeycomr975DVPQ
If you have questions ndash please reach out to Theresa Morris our CertificationDirector for 2015
CAREER OPPORTUNITIES
Payroll Specialist The BBSI Payroll Specialist is a key member of businessunit that consults on a broad range of organizational andmanagement issues The primary objective of the PayrollSpecialist is to process perfect and timely payroll andprovide solutions to improve payroll processes and systemsfor our clients and BBSI This person must demonstrate strong business acumenand possess an entrepreneurial spirit with a genuine desireto proactively and consistently deliver value to our clientsand internal teams REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit branch and corporateoffice DUTIES AND RESPONSIBILITIES
Act as business ownersrsquo advocateDrive Tier movement within client companiesRun perfect and timely onshy and offshycycle payrolls formultiple client companiesBecome an expert in BBSI payroll timekeeping andHRIS systems and identify systems options toachieve better results for clientsPerform onshysite client payroll training andimplementation planningPerform EFTs aging follow up net calculations EDDbenefit audits and benefits billing administrationIdentify client reporting needs and develop andprepare reportsData entry and file maintenance to include employeeonshyboarding changes and terminationsOther duties and responsibilities as assigned
CORE TRAITSCOMPETENCIES
Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business
SPECIAL REQUIREMENTS
Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel
If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
No Credits February 18 2015800 shy 1000 am Active ShooterWorkplace Violence Presented by Jeff Gedding from BoiseshyCascade HRCI amp SHRM Credits awarded March 18 2015800 shy 1000 am Diversity Roundtable Presented by Trish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending April 15 2015800 shy 1000 am Workforce Investigations Drug Use in Workplace Presented by Michelle RobisonHuman Resource Manager Carestream andTrish Forde SPHR GPHR SHRMshySCPHuman Resources and Safety Manager The Hershey CompanySHRM Credits awardedHRCI Credits pending May 20 2015800 am ndash 400 pm Annual Legal Seminar Presented by attorneys from Barran Liebman LLCand Jennifer BoumanshySteagall June shy No program July 22 2015800 shy 1000 am Strategic Negotiation TechniquesPresented by Allen Cabelly SPHRProfessor Portland State UniversityExecutive Director and Founder Portland Leadership Institute August 19 2015800 ndash 1000 am
Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program
Last year the Society for Human Resource Management (SHRM) launchedtheir own certifications for the HR profession called the SHRMshyCP and the SHRMshySCP Over the past number of years certification was attained through HRCI (PHR
SPHR HRBP HRMP)
In order to allow our membership the opportunity to choose the path that is right forthem we will be offering a study group in the fall for 2015 for the HRCI Certificationand in 2016 for the SHRM certification Due to the response of our members the2015 HRCI Certification will be a blended learning opportunity based online with
only two ldquoin personrdquo study sessions The group study will include remotediscussion sessions testing and materials for study
The 2015 Study Sessions will begin in September 2015 and run through the firstweek of December (12 weeks) To sit for the HRCI Exam this winter you will need
to register at httpwwwhrciorgapplyapplicationshyprocess
To receive information or sign up for the study session please complete thesurvey at httpswwwsurveymonkeycomr975DVPQ
If you have questions ndash please reach out to Theresa Morris our CertificationDirector for 2015
CAREER OPPORTUNITIES
Payroll Specialist The BBSI Payroll Specialist is a key member of businessunit that consults on a broad range of organizational andmanagement issues The primary objective of the PayrollSpecialist is to process perfect and timely payroll andprovide solutions to improve payroll processes and systemsfor our clients and BBSI This person must demonstrate strong business acumenand possess an entrepreneurial spirit with a genuine desireto proactively and consistently deliver value to our clientsand internal teams REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit branch and corporateoffice DUTIES AND RESPONSIBILITIES
Act as business ownersrsquo advocateDrive Tier movement within client companiesRun perfect and timely onshy and offshycycle payrolls formultiple client companiesBecome an expert in BBSI payroll timekeeping andHRIS systems and identify systems options toachieve better results for clientsPerform onshysite client payroll training andimplementation planningPerform EFTs aging follow up net calculations EDDbenefit audits and benefits billing administrationIdentify client reporting needs and develop andprepare reportsData entry and file maintenance to include employeeonshyboarding changes and terminationsOther duties and responsibilities as assigned
CORE TRAITSCOMPETENCIES
Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business
SPECIAL REQUIREMENTS
Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel
If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
Seat at the Leadership Table Presented by Jeanette TrummHuman Resources Director Neuman Hotel Group September 16 2015800 ndash 1000 am Are you talking to mePresented by Jennifer BoumanshySteagallSHRM Credits awardedHRCI Credits pending October 21 2015TBD November 18 2015TBD December shy No program
Last year the Society for Human Resource Management (SHRM) launchedtheir own certifications for the HR profession called the SHRMshyCP and the SHRMshySCP Over the past number of years certification was attained through HRCI (PHR
SPHR HRBP HRMP)
In order to allow our membership the opportunity to choose the path that is right forthem we will be offering a study group in the fall for 2015 for the HRCI Certificationand in 2016 for the SHRM certification Due to the response of our members the2015 HRCI Certification will be a blended learning opportunity based online with
only two ldquoin personrdquo study sessions The group study will include remotediscussion sessions testing and materials for study
The 2015 Study Sessions will begin in September 2015 and run through the firstweek of December (12 weeks) To sit for the HRCI Exam this winter you will need
to register at httpwwwhrciorgapplyapplicationshyprocess
To receive information or sign up for the study session please complete thesurvey at httpswwwsurveymonkeycomr975DVPQ
If you have questions ndash please reach out to Theresa Morris our CertificationDirector for 2015
CAREER OPPORTUNITIES
Payroll Specialist The BBSI Payroll Specialist is a key member of businessunit that consults on a broad range of organizational andmanagement issues The primary objective of the PayrollSpecialist is to process perfect and timely payroll andprovide solutions to improve payroll processes and systemsfor our clients and BBSI This person must demonstrate strong business acumenand possess an entrepreneurial spirit with a genuine desireto proactively and consistently deliver value to our clientsand internal teams REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit branch and corporateoffice DUTIES AND RESPONSIBILITIES
Act as business ownersrsquo advocateDrive Tier movement within client companiesRun perfect and timely onshy and offshycycle payrolls formultiple client companiesBecome an expert in BBSI payroll timekeeping andHRIS systems and identify systems options toachieve better results for clientsPerform onshysite client payroll training andimplementation planningPerform EFTs aging follow up net calculations EDDbenefit audits and benefits billing administrationIdentify client reporting needs and develop andprepare reportsData entry and file maintenance to include employeeonshyboarding changes and terminationsOther duties and responsibilities as assigned
CORE TRAITSCOMPETENCIES
Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business
SPECIAL REQUIREMENTS
Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel
If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
CAREER OPPORTUNITIES
Payroll Specialist The BBSI Payroll Specialist is a key member of businessunit that consults on a broad range of organizational andmanagement issues The primary objective of the PayrollSpecialist is to process perfect and timely payroll andprovide solutions to improve payroll processes and systemsfor our clients and BBSI This person must demonstrate strong business acumenand possess an entrepreneurial spirit with a genuine desireto proactively and consistently deliver value to our clientsand internal teams REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit branch and corporateoffice DUTIES AND RESPONSIBILITIES
Act as business ownersrsquo advocateDrive Tier movement within client companiesRun perfect and timely onshy and offshycycle payrolls formultiple client companiesBecome an expert in BBSI payroll timekeeping andHRIS systems and identify systems options toachieve better results for clientsPerform onshysite client payroll training andimplementation planningPerform EFTs aging follow up net calculations EDDbenefit audits and benefits billing administrationIdentify client reporting needs and develop andprepare reportsData entry and file maintenance to include employeeonshyboarding changes and terminationsOther duties and responsibilities as assigned
CORE TRAITSCOMPETENCIES
Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business
SPECIAL REQUIREMENTS
Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel
If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business
SPECIAL REQUIREMENTS
Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel
If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us atwwwbarrettbusinesscom
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
Asurion Klamath Fallswwwasurioncom
The Human Resources Business Partner (HRBP) is responsible for consultationto a Customer Care call center related to staffing employee relations leadershipdevelopment training compensation and organizational development The HRBPwill manage Human Resource programs that support business objectives and willprovide input to the strategic direction not only for the particular site but also forenterpriseshywide initiatives Client and Team Support
Dedicates the majority of time to the following key areasOrganization diagnosis solution design and management of changeinitiativesUses employee survey data and other human capital metrics todevelop retention and engagement strategies for the client groupPartners with training amp development teams to shape and implementleadership development interventions for the client groupLead or supports annual workforce planning including providinginternal clientshyspecific requirements related to recruitingLead or support the deployment of the annual performancemanagement process including goal setting ratings calibration andperformance coachingLead or supports the deployment of annual rewards processesincluding merits bonuses recognition and stock option grantsLead or supports annual talent review processesManages clientshyspecific measurement and reporting for priority peopleand organization performance metricsManages headcount requests and approval process and works withrecruiting to support candidate selection as requesteddirectedWorks with internal communications to support functionshyspecificcommunications efforts as necessaryAddresses employee relations issues not addressed by the EmployeeResource Center or Employee Relations team which may includeissue resolution employee and management counseling andperformance improvement as needed
Project amp Other CrossshyFunctional Responsibilities
Represents the Care function in HR planning sessions and initiatives
Manages projects or participates as a team member for selected functionshyspecific or multishyfunction HR initiatives
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences
Qualifications
BS or BA in Human Resources Organizational Development or related fieldPHR SPHR or GPHR certification preferredMBA or Masterrsquos Degree in Management or Organization DevelopmentpreferredMinimum 5+ years related experience in Human CapitalHuman ResourceManagementExperience in Change Management preferredStrong orientation toward metrics and datashydriven decision makingStrong employee relations experienceProficiency in accessing HRIS systems preferably PeopleSoft or WorkDayStrong understanding of performance measurementExcellent interpersonal and communications skillsSolid Microsoft Excel and PowerPoint skillsAbility to strike appropriate balance between company customer andemployee needs strong problem solving collaboration coachinginfluencing and facilitation skillsDemonstrated ability to produce results in a high volume fast pacedenvironment preferably in a fortune 1000 company
Facebook Twitter Website
Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved
unsubscribe from this list update subscription preferences