september 2015 newsletter - shrm rogue …...september 2015 newsletter message from your president...
TRANSCRIPT
SEPTEMBER 2015 NEWSLETTER
Message from your President
Hello SHRM Rogue Valley Members
Lately it seems to becoming fall very quickly Cooler weather is moving into ourarea and soon the leaves will change to an amazing color array With that comesall the backshytoshyschool preparations like back to school clothes and supplyshopping new school bus schedule routes and maybe even coordinating afterschool carehellip Fall always seems to bring an excitement of anticipation with itWhatever your fall plans consist of we at RV SHRM wish you a happy autumnseason Irsquod like to share some of the amazing things your local SHRM Chapter hasbeen working on
Top News
shyThe ASSE Southern Oregon Safety Conference is set for October If you havenrsquotattended before I encourage you to check it out The local Southern OregonChapter of ASSE has a wonderful event planned in Ashland The event is October
14th and 15th with a professional development day on the 13th As with last yearrsquosconference this will contain an entire HR Track and all classes including the PDCday will offer HRCI and SHRM recertification credit So please join in on thewonderful learning opportunity from another great local organization Look for theflyer information in this newsletter
shyDonrsquot forget to RSVP for Septemberrsquos program If you havenrsquot seen JenniferBoumanshySteagall before yoursquore in for a treat She is an outstanding speaker She
is one of our highest rated speakers Shersquos asked back by our membership againand again In each topic she presents for us yoursquoll walk away with wonderfulinformation for you and your company
shy Congratulations once again for our members who have received their SHRMCertification this year Whether you have the HRCI Certification or the SHRMCertification or both wersquore proud to have you affiliated with Rogue Valley SHRM
Donrsquot forget if there is anything else you would like to see on the website or if youhave a great program topic idea know of an outstanding speaker or even if youhave an HR related question please feel free to contact any of us on the boardwersquore here to serve you
Respectfully
Tanya Haakinson PHR SHRMshyCPPresident SHRMshyRogue Valley Chapter
We are thrilled that so many human resource professionals attend our monthlyprograms and value the information gained so much so that they invite theircolleagues and managers to attend as guests
In order to give equal opportunity to all members to enjoy our programswe need tolimit the number of first time guests attending a program with a SHRMshyRV Chaptermember
Each member is welcome to bring up to three (3) first time guests per program forno charge For any guests after the initial three per program the price will be$1000 each which is a $500 discount off the nonshymember price
And to ensure we have enough meeting room space and refreshments RSVP isrequired by the SHRM member along with the names of each guest they arebringing
Thank you for your cooperation and continued support of SHRMshyRogue Valley
September Program
SHRMshyRogue Valley Chapter PresentsFoster Understanding Through Communication
Remember to bring a clothing donation and get entered in a raffle for theDagoba rainbow bag of chocolate bars Personality conflicts hamper communication and usually lead tomisunderstandings hurt feelings and perceptions of unfair treatment To motivateyour team and achieve maximum results it is critical that you communicate in away that shows you value appreciate and respect your team It may surprise youto learn that you may not be communicating your wellshyintentioned message in away that is meaningful to your listeners This engaging and interactive program isfor all those who would like to improve their communication skills and whosesuccess depends their teamrsquos ability to communicate and work well together Join
us as we learn laugh and communicate
Date Wednesday September 16 2015Networking 730 am to 800 am
Workshop Time 800 am to 1000 amPresenter Jennifer BoumanshySteagall
About the PresenterJennifer BoumanshySteagall is a managementshyside labor and employment litigationattorney with over 14 years of experience representing employers in Oregon andWashington Jenniferrsquos unique ldquoemployment law with HR strings attachedrdquoapproach promotes organizational development and responsible risk managementby integrating legal compliance with positive workplace practices Clients considerJennifer to be a trusted business partner with a reputation for professionalismintegrity enthusiasm and creativity and her range of legal and HRshyrelated servicesmakes her an integral part of any organizationrsquos success Jennifer is also proud tobe a favorite speaker for human resource associations the Oregon Bureau ofLabor and Industries the Oregon Employerrsquos Council and the Portland StateUniversity HR Certificate Professional Development Program Meeting LocationSmullin Health Education Center Lecture Hall 12825 E Barnett RoadMedford OR 97501
Cost $1000 per member No charge for first time guests and students$1500 for nonshymember
CreditsSHRM credits are availableHRCI general credits are available
RSVP To Seats fill quickly Please RSVP to Julie Carr juliecarrblackstoneaudiocomWebsite wwwshrmroguevalleyshrmorg
Legislative Update
The Oregon State legislature ended its biennium legislative session with a BUNCHof new mandates that will interest you Herersquos a summary
HB 3072
Puts more money into STEM (Science Technology Engineering and Math andCTE (Career and Technical Education) It creates a new ldquoframeworkrdquo for fundingthese education programs In shorthellip doubles the cost to $35 million going toeducation
SB 454Paid sick leave mandate All employers with 10+ employees will be required toprovide up to 40 hours (except in limited circumstances) of paid sick leavebeginning on January 1 2016 Employees may accrue leave at a rate of one hourper 30 hours worked and for most workers leave may be used in one hourincrements Hope you were able to register for the BrunchLunch and learnsscheduled in Medford and Grants Pass on August 11
SB 968Twoshyyear moratorium on local government mandates related to employerpredictive scheduling practices This one should concern youhellip It will comeback next sessionhellip
HB 2007Creates a new private right of action against an employer who takes any negativeemployment action against an employee for discussing or disclosing in anymanner his or her wages or those of another employee HB 2007 applies todiscussions not just between employees but also between employerssupervisorsand employees Beware of the perception of retaliation for conversations betweensupervisorsmanagers and employees
HB 2764Raises claimants attorney fees in certain situations in workers compensationcases
Sometimes itrsquos as interesting to see what DIDNrsquoT passhellip
SB 718Would have allowed employee to file a lien on employers real or personalproperty based upon alleged yet unproven wage claims
SB 845Would have required employers whose employees obtain health insurancecoverage through a public program to pay a fee to the state for that coverage
SB 888Would have required employer to establish mutually acceptable work scheduleupon employee request for a flexible or predictable work schedule (See SB 968
Above)
HB 2006Would have created a new unlawful employment practice against employers forpaying employees of opposite genders differently for equivalent work
HB 2606Would have added siblings as an additional category of family members for whoma worker could have taken leave to provide care
Another bill that failedhellip is not related to labor and employment law butdefinitely affects your business in a very bottom line wayhellip
Transportation Packagehellip
Near the end of Session a widely publicized agreement around a transportationpackage that both reduced greenhouse gas emissions and made importantinvestments in infrastructure nearly came to a vote In short the bill would have
Reduced greenhouse gas emissions by nearly 7 million metric tonsNew Funding
$206 million per year for state and local roads$80 million per year for transit improvements$25 million per year for airports$55 million for ConnectOregon VI
Gas Tax Increase by 4 cents per gallon (phased in over two years)Increase in title license and registration feesRequired ODOT to study and report how it will redirect $50 million per yeartoward operations and maintenance of state highways
This is nothing more than a method to bring in new revenues to the state Be veryweary of new taxes dressed up as ldquogood for yourdquohellip AT THE FEDERAL LEVELhellip The Department of Labor Wage and Hour Divisionis proposing a very big adjustment to the minimum weekly pay required for anemployee to be exempt from the overtime provisions of the law
Under the current regulations an executive administrative or professionalemployee must be paid at least $455 per week ($23660 per year for a fullshyyearworker) in order to come within the standard exemption The DOL proposes to setthe standard salary level equal to the 40th percentile of earnings for fullshytimesalaried workers ($921 per week or $47892 annually for a fullshyyear worker in2013) Think very carefully about how many ldquoexemptrdquo employees in yourorganization are paid less than $47892 per year in salaryhellip This could get
expensivehellip Stay tuned and be ready to write a letter send an eshymail or make aphone call to your Senator and Representative
Massive OpenshyOnline Classes (MOOCs)~ By Patricia (Trish) Forde SPHR GPHR SHRMshySCP
A couple of years ago I wrote an article for the Rogue Valley SHRM Chapternewsletter regarding Massive Open Online Classes (MOOCs) These are free collegeshylevel classes that are available online through a variety of websites like CourseraorgCanvasnet Open2Study etc The professors and universities that support andfacilitate these classes are renowned institutions of higher education so donrsquot let the factthat the courses are free detract from the fact that these are high quality learningopportunities
As I also teach online classes at Southern Oregon University I am a passionateadvocate of continuous learning Therefore I have taken many MOOC classes over thepast few years on a wide variety of topics that interest me like ldquoA Beginnerrsquos Guide toIrrational Behaviorrdquo (Duke University) ldquoThe Genius of Dogsrdquo (Duke University) ldquoHumanResources in the Digital Agerdquo (Open2Study) ldquoIntroduction to Public Speakingrdquo(University of Washington) and ldquoSocial Psychologyrdquo (Wesleyan University)
I recently took 4shyweek class that was absolutely worthwhile on Open2Studyrsquos siteon ldquoNegotiation and Conflict Resolutionrdquo by Dr Andrew Heys of Macquarie GraduateSchool of Management Sydney Australia Even though Irsquove been an HR Manager for17+ years I learned some new techniques in that course that I was able to put to useimmediately So there is significant value in these classes and I would encourage you tolook into the Fall 2015 smorgasbord of MOOCs by clicking on the link below andselecting a topic that is of interest to you
MOOCs or cut and paste this link into your browserhttpswwwclassshycentralcomreportmoocshycourseshyreportshyseptembershy2015 As you will notice the timing of the MOOC September start dates coincides withthe start of regular university classes You can take these free courses just for your ownpersonal enrichmentshyshyshylike I doshyshyshy or you can use them to develop some of theemployees on your team For example letrsquos say you have a new managersupervisor that has had verylittle exposure to HR principles and practices Open2Study has a class starting on
September 7th on Human Resources by Christina Dahdal an attorney attached to ACUUniversity in Sydney Australia
Perhaps you have a newly promoted manager who lacks leadership skills andyou want to help him or her with development You might set a performance goal for thatindividual that they take and pass a free MOOC course like ldquoInspiring Leadership throughEmotional Intelligencerdquo which is an 8shyweek class that is offered via Coursera led by CaseWestern University professor Richard Boyatzis PhD who himself is a graduate of MITand Harvard
There are 334 courses available on a variety of subjects in Art Business Scienceamp Medicine Mathematics Sociology Psychology Language and more These coursesstart on various dates in the Fall of 2015 and cover a wide variety of specific topics like
Criminal LawWomen in Leadership Inspiring Positive ChangeIntroduction to PsychologyThe Science of HappinessIowa Presidential CaucusesBeyond Common SenseIntroduction to PsychologyNegotiation and Conflict ResolutionCommon Sense Economics for LifeThe Art of PhotographyChinese Language and CultureLearn Spanish Basic Spanish for English SpeakersIntroduction to Corporate FinanceIntroduction to Financial AccountingStrategic ManagementLeadership Identity Influence and PowerMindfulness for Wellbeing and Peak PerformanceNutrition
hellip and more As you know we all have many commitments responsibilities and timeconstraints in our lives but these courses are free so there is no financial risk if you arenot able to complete an entire course Maybe you wonrsquot have time to complete all of theassignments to earn a Certificate of Achievement for the class you are registered in butit might be enough for you to take advantage of the lectures and tools provided witheach course you enroll in shyshyshy that might be of sufficient value to you in terms of personalgrowth
I hope you will take a few moments to peruse the listing of courses and share
with your work colleagues families and friends who may not be aware of the variety ofMOOCs out there that are free opportunities to learn something valuable I considerthese to be diamonds on the sidewalk hellip all you have to do is reach down and pick themup
Happy MOOCing
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 Rogue Valley SHRM program event andyou will be entered into a drawing for a Dagoba Chocolate Rainbow Bag ($26value) For each work item you bring we will give you a raffle ticket to enter thedrawing Eligible donation items are slacks jeans tshyshirts suits blouses dresses
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
is one of our highest rated speakers Shersquos asked back by our membership againand again In each topic she presents for us yoursquoll walk away with wonderfulinformation for you and your company
shy Congratulations once again for our members who have received their SHRMCertification this year Whether you have the HRCI Certification or the SHRMCertification or both wersquore proud to have you affiliated with Rogue Valley SHRM
Donrsquot forget if there is anything else you would like to see on the website or if youhave a great program topic idea know of an outstanding speaker or even if youhave an HR related question please feel free to contact any of us on the boardwersquore here to serve you
Respectfully
Tanya Haakinson PHR SHRMshyCPPresident SHRMshyRogue Valley Chapter
We are thrilled that so many human resource professionals attend our monthlyprograms and value the information gained so much so that they invite theircolleagues and managers to attend as guests
In order to give equal opportunity to all members to enjoy our programswe need tolimit the number of first time guests attending a program with a SHRMshyRV Chaptermember
Each member is welcome to bring up to three (3) first time guests per program forno charge For any guests after the initial three per program the price will be$1000 each which is a $500 discount off the nonshymember price
And to ensure we have enough meeting room space and refreshments RSVP isrequired by the SHRM member along with the names of each guest they arebringing
Thank you for your cooperation and continued support of SHRMshyRogue Valley
September Program
SHRMshyRogue Valley Chapter PresentsFoster Understanding Through Communication
Remember to bring a clothing donation and get entered in a raffle for theDagoba rainbow bag of chocolate bars Personality conflicts hamper communication and usually lead tomisunderstandings hurt feelings and perceptions of unfair treatment To motivateyour team and achieve maximum results it is critical that you communicate in away that shows you value appreciate and respect your team It may surprise youto learn that you may not be communicating your wellshyintentioned message in away that is meaningful to your listeners This engaging and interactive program isfor all those who would like to improve their communication skills and whosesuccess depends their teamrsquos ability to communicate and work well together Join
us as we learn laugh and communicate
Date Wednesday September 16 2015Networking 730 am to 800 am
Workshop Time 800 am to 1000 amPresenter Jennifer BoumanshySteagall
About the PresenterJennifer BoumanshySteagall is a managementshyside labor and employment litigationattorney with over 14 years of experience representing employers in Oregon andWashington Jenniferrsquos unique ldquoemployment law with HR strings attachedrdquoapproach promotes organizational development and responsible risk managementby integrating legal compliance with positive workplace practices Clients considerJennifer to be a trusted business partner with a reputation for professionalismintegrity enthusiasm and creativity and her range of legal and HRshyrelated servicesmakes her an integral part of any organizationrsquos success Jennifer is also proud tobe a favorite speaker for human resource associations the Oregon Bureau ofLabor and Industries the Oregon Employerrsquos Council and the Portland StateUniversity HR Certificate Professional Development Program Meeting LocationSmullin Health Education Center Lecture Hall 12825 E Barnett RoadMedford OR 97501
Cost $1000 per member No charge for first time guests and students$1500 for nonshymember
CreditsSHRM credits are availableHRCI general credits are available
RSVP To Seats fill quickly Please RSVP to Julie Carr juliecarrblackstoneaudiocomWebsite wwwshrmroguevalleyshrmorg
Legislative Update
The Oregon State legislature ended its biennium legislative session with a BUNCHof new mandates that will interest you Herersquos a summary
HB 3072
Puts more money into STEM (Science Technology Engineering and Math andCTE (Career and Technical Education) It creates a new ldquoframeworkrdquo for fundingthese education programs In shorthellip doubles the cost to $35 million going toeducation
SB 454Paid sick leave mandate All employers with 10+ employees will be required toprovide up to 40 hours (except in limited circumstances) of paid sick leavebeginning on January 1 2016 Employees may accrue leave at a rate of one hourper 30 hours worked and for most workers leave may be used in one hourincrements Hope you were able to register for the BrunchLunch and learnsscheduled in Medford and Grants Pass on August 11
SB 968Twoshyyear moratorium on local government mandates related to employerpredictive scheduling practices This one should concern youhellip It will comeback next sessionhellip
HB 2007Creates a new private right of action against an employer who takes any negativeemployment action against an employee for discussing or disclosing in anymanner his or her wages or those of another employee HB 2007 applies todiscussions not just between employees but also between employerssupervisorsand employees Beware of the perception of retaliation for conversations betweensupervisorsmanagers and employees
HB 2764Raises claimants attorney fees in certain situations in workers compensationcases
Sometimes itrsquos as interesting to see what DIDNrsquoT passhellip
SB 718Would have allowed employee to file a lien on employers real or personalproperty based upon alleged yet unproven wage claims
SB 845Would have required employers whose employees obtain health insurancecoverage through a public program to pay a fee to the state for that coverage
SB 888Would have required employer to establish mutually acceptable work scheduleupon employee request for a flexible or predictable work schedule (See SB 968
Above)
HB 2006Would have created a new unlawful employment practice against employers forpaying employees of opposite genders differently for equivalent work
HB 2606Would have added siblings as an additional category of family members for whoma worker could have taken leave to provide care
Another bill that failedhellip is not related to labor and employment law butdefinitely affects your business in a very bottom line wayhellip
Transportation Packagehellip
Near the end of Session a widely publicized agreement around a transportationpackage that both reduced greenhouse gas emissions and made importantinvestments in infrastructure nearly came to a vote In short the bill would have
Reduced greenhouse gas emissions by nearly 7 million metric tonsNew Funding
$206 million per year for state and local roads$80 million per year for transit improvements$25 million per year for airports$55 million for ConnectOregon VI
Gas Tax Increase by 4 cents per gallon (phased in over two years)Increase in title license and registration feesRequired ODOT to study and report how it will redirect $50 million per yeartoward operations and maintenance of state highways
This is nothing more than a method to bring in new revenues to the state Be veryweary of new taxes dressed up as ldquogood for yourdquohellip AT THE FEDERAL LEVELhellip The Department of Labor Wage and Hour Divisionis proposing a very big adjustment to the minimum weekly pay required for anemployee to be exempt from the overtime provisions of the law
Under the current regulations an executive administrative or professionalemployee must be paid at least $455 per week ($23660 per year for a fullshyyearworker) in order to come within the standard exemption The DOL proposes to setthe standard salary level equal to the 40th percentile of earnings for fullshytimesalaried workers ($921 per week or $47892 annually for a fullshyyear worker in2013) Think very carefully about how many ldquoexemptrdquo employees in yourorganization are paid less than $47892 per year in salaryhellip This could get
expensivehellip Stay tuned and be ready to write a letter send an eshymail or make aphone call to your Senator and Representative
Massive OpenshyOnline Classes (MOOCs)~ By Patricia (Trish) Forde SPHR GPHR SHRMshySCP
A couple of years ago I wrote an article for the Rogue Valley SHRM Chapternewsletter regarding Massive Open Online Classes (MOOCs) These are free collegeshylevel classes that are available online through a variety of websites like CourseraorgCanvasnet Open2Study etc The professors and universities that support andfacilitate these classes are renowned institutions of higher education so donrsquot let the factthat the courses are free detract from the fact that these are high quality learningopportunities
As I also teach online classes at Southern Oregon University I am a passionateadvocate of continuous learning Therefore I have taken many MOOC classes over thepast few years on a wide variety of topics that interest me like ldquoA Beginnerrsquos Guide toIrrational Behaviorrdquo (Duke University) ldquoThe Genius of Dogsrdquo (Duke University) ldquoHumanResources in the Digital Agerdquo (Open2Study) ldquoIntroduction to Public Speakingrdquo(University of Washington) and ldquoSocial Psychologyrdquo (Wesleyan University)
I recently took 4shyweek class that was absolutely worthwhile on Open2Studyrsquos siteon ldquoNegotiation and Conflict Resolutionrdquo by Dr Andrew Heys of Macquarie GraduateSchool of Management Sydney Australia Even though Irsquove been an HR Manager for17+ years I learned some new techniques in that course that I was able to put to useimmediately So there is significant value in these classes and I would encourage you tolook into the Fall 2015 smorgasbord of MOOCs by clicking on the link below andselecting a topic that is of interest to you
MOOCs or cut and paste this link into your browserhttpswwwclassshycentralcomreportmoocshycourseshyreportshyseptembershy2015 As you will notice the timing of the MOOC September start dates coincides withthe start of regular university classes You can take these free courses just for your ownpersonal enrichmentshyshyshylike I doshyshyshy or you can use them to develop some of theemployees on your team For example letrsquos say you have a new managersupervisor that has had verylittle exposure to HR principles and practices Open2Study has a class starting on
September 7th on Human Resources by Christina Dahdal an attorney attached to ACUUniversity in Sydney Australia
Perhaps you have a newly promoted manager who lacks leadership skills andyou want to help him or her with development You might set a performance goal for thatindividual that they take and pass a free MOOC course like ldquoInspiring Leadership throughEmotional Intelligencerdquo which is an 8shyweek class that is offered via Coursera led by CaseWestern University professor Richard Boyatzis PhD who himself is a graduate of MITand Harvard
There are 334 courses available on a variety of subjects in Art Business Scienceamp Medicine Mathematics Sociology Psychology Language and more These coursesstart on various dates in the Fall of 2015 and cover a wide variety of specific topics like
Criminal LawWomen in Leadership Inspiring Positive ChangeIntroduction to PsychologyThe Science of HappinessIowa Presidential CaucusesBeyond Common SenseIntroduction to PsychologyNegotiation and Conflict ResolutionCommon Sense Economics for LifeThe Art of PhotographyChinese Language and CultureLearn Spanish Basic Spanish for English SpeakersIntroduction to Corporate FinanceIntroduction to Financial AccountingStrategic ManagementLeadership Identity Influence and PowerMindfulness for Wellbeing and Peak PerformanceNutrition
hellip and more As you know we all have many commitments responsibilities and timeconstraints in our lives but these courses are free so there is no financial risk if you arenot able to complete an entire course Maybe you wonrsquot have time to complete all of theassignments to earn a Certificate of Achievement for the class you are registered in butit might be enough for you to take advantage of the lectures and tools provided witheach course you enroll in shyshyshy that might be of sufficient value to you in terms of personalgrowth
I hope you will take a few moments to peruse the listing of courses and share
with your work colleagues families and friends who may not be aware of the variety ofMOOCs out there that are free opportunities to learn something valuable I considerthese to be diamonds on the sidewalk hellip all you have to do is reach down and pick themup
Happy MOOCing
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 Rogue Valley SHRM program event andyou will be entered into a drawing for a Dagoba Chocolate Rainbow Bag ($26value) For each work item you bring we will give you a raffle ticket to enter thedrawing Eligible donation items are slacks jeans tshyshirts suits blouses dresses
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
And to ensure we have enough meeting room space and refreshments RSVP isrequired by the SHRM member along with the names of each guest they arebringing
Thank you for your cooperation and continued support of SHRMshyRogue Valley
September Program
SHRMshyRogue Valley Chapter PresentsFoster Understanding Through Communication
Remember to bring a clothing donation and get entered in a raffle for theDagoba rainbow bag of chocolate bars Personality conflicts hamper communication and usually lead tomisunderstandings hurt feelings and perceptions of unfair treatment To motivateyour team and achieve maximum results it is critical that you communicate in away that shows you value appreciate and respect your team It may surprise youto learn that you may not be communicating your wellshyintentioned message in away that is meaningful to your listeners This engaging and interactive program isfor all those who would like to improve their communication skills and whosesuccess depends their teamrsquos ability to communicate and work well together Join
us as we learn laugh and communicate
Date Wednesday September 16 2015Networking 730 am to 800 am
Workshop Time 800 am to 1000 amPresenter Jennifer BoumanshySteagall
About the PresenterJennifer BoumanshySteagall is a managementshyside labor and employment litigationattorney with over 14 years of experience representing employers in Oregon andWashington Jenniferrsquos unique ldquoemployment law with HR strings attachedrdquoapproach promotes organizational development and responsible risk managementby integrating legal compliance with positive workplace practices Clients considerJennifer to be a trusted business partner with a reputation for professionalismintegrity enthusiasm and creativity and her range of legal and HRshyrelated servicesmakes her an integral part of any organizationrsquos success Jennifer is also proud tobe a favorite speaker for human resource associations the Oregon Bureau ofLabor and Industries the Oregon Employerrsquos Council and the Portland StateUniversity HR Certificate Professional Development Program Meeting LocationSmullin Health Education Center Lecture Hall 12825 E Barnett RoadMedford OR 97501
Cost $1000 per member No charge for first time guests and students$1500 for nonshymember
CreditsSHRM credits are availableHRCI general credits are available
RSVP To Seats fill quickly Please RSVP to Julie Carr juliecarrblackstoneaudiocomWebsite wwwshrmroguevalleyshrmorg
Legislative Update
The Oregon State legislature ended its biennium legislative session with a BUNCHof new mandates that will interest you Herersquos a summary
HB 3072
Puts more money into STEM (Science Technology Engineering and Math andCTE (Career and Technical Education) It creates a new ldquoframeworkrdquo for fundingthese education programs In shorthellip doubles the cost to $35 million going toeducation
SB 454Paid sick leave mandate All employers with 10+ employees will be required toprovide up to 40 hours (except in limited circumstances) of paid sick leavebeginning on January 1 2016 Employees may accrue leave at a rate of one hourper 30 hours worked and for most workers leave may be used in one hourincrements Hope you were able to register for the BrunchLunch and learnsscheduled in Medford and Grants Pass on August 11
SB 968Twoshyyear moratorium on local government mandates related to employerpredictive scheduling practices This one should concern youhellip It will comeback next sessionhellip
HB 2007Creates a new private right of action against an employer who takes any negativeemployment action against an employee for discussing or disclosing in anymanner his or her wages or those of another employee HB 2007 applies todiscussions not just between employees but also between employerssupervisorsand employees Beware of the perception of retaliation for conversations betweensupervisorsmanagers and employees
HB 2764Raises claimants attorney fees in certain situations in workers compensationcases
Sometimes itrsquos as interesting to see what DIDNrsquoT passhellip
SB 718Would have allowed employee to file a lien on employers real or personalproperty based upon alleged yet unproven wage claims
SB 845Would have required employers whose employees obtain health insurancecoverage through a public program to pay a fee to the state for that coverage
SB 888Would have required employer to establish mutually acceptable work scheduleupon employee request for a flexible or predictable work schedule (See SB 968
Above)
HB 2006Would have created a new unlawful employment practice against employers forpaying employees of opposite genders differently for equivalent work
HB 2606Would have added siblings as an additional category of family members for whoma worker could have taken leave to provide care
Another bill that failedhellip is not related to labor and employment law butdefinitely affects your business in a very bottom line wayhellip
Transportation Packagehellip
Near the end of Session a widely publicized agreement around a transportationpackage that both reduced greenhouse gas emissions and made importantinvestments in infrastructure nearly came to a vote In short the bill would have
Reduced greenhouse gas emissions by nearly 7 million metric tonsNew Funding
$206 million per year for state and local roads$80 million per year for transit improvements$25 million per year for airports$55 million for ConnectOregon VI
Gas Tax Increase by 4 cents per gallon (phased in over two years)Increase in title license and registration feesRequired ODOT to study and report how it will redirect $50 million per yeartoward operations and maintenance of state highways
This is nothing more than a method to bring in new revenues to the state Be veryweary of new taxes dressed up as ldquogood for yourdquohellip AT THE FEDERAL LEVELhellip The Department of Labor Wage and Hour Divisionis proposing a very big adjustment to the minimum weekly pay required for anemployee to be exempt from the overtime provisions of the law
Under the current regulations an executive administrative or professionalemployee must be paid at least $455 per week ($23660 per year for a fullshyyearworker) in order to come within the standard exemption The DOL proposes to setthe standard salary level equal to the 40th percentile of earnings for fullshytimesalaried workers ($921 per week or $47892 annually for a fullshyyear worker in2013) Think very carefully about how many ldquoexemptrdquo employees in yourorganization are paid less than $47892 per year in salaryhellip This could get
expensivehellip Stay tuned and be ready to write a letter send an eshymail or make aphone call to your Senator and Representative
Massive OpenshyOnline Classes (MOOCs)~ By Patricia (Trish) Forde SPHR GPHR SHRMshySCP
A couple of years ago I wrote an article for the Rogue Valley SHRM Chapternewsletter regarding Massive Open Online Classes (MOOCs) These are free collegeshylevel classes that are available online through a variety of websites like CourseraorgCanvasnet Open2Study etc The professors and universities that support andfacilitate these classes are renowned institutions of higher education so donrsquot let the factthat the courses are free detract from the fact that these are high quality learningopportunities
As I also teach online classes at Southern Oregon University I am a passionateadvocate of continuous learning Therefore I have taken many MOOC classes over thepast few years on a wide variety of topics that interest me like ldquoA Beginnerrsquos Guide toIrrational Behaviorrdquo (Duke University) ldquoThe Genius of Dogsrdquo (Duke University) ldquoHumanResources in the Digital Agerdquo (Open2Study) ldquoIntroduction to Public Speakingrdquo(University of Washington) and ldquoSocial Psychologyrdquo (Wesleyan University)
I recently took 4shyweek class that was absolutely worthwhile on Open2Studyrsquos siteon ldquoNegotiation and Conflict Resolutionrdquo by Dr Andrew Heys of Macquarie GraduateSchool of Management Sydney Australia Even though Irsquove been an HR Manager for17+ years I learned some new techniques in that course that I was able to put to useimmediately So there is significant value in these classes and I would encourage you tolook into the Fall 2015 smorgasbord of MOOCs by clicking on the link below andselecting a topic that is of interest to you
MOOCs or cut and paste this link into your browserhttpswwwclassshycentralcomreportmoocshycourseshyreportshyseptembershy2015 As you will notice the timing of the MOOC September start dates coincides withthe start of regular university classes You can take these free courses just for your ownpersonal enrichmentshyshyshylike I doshyshyshy or you can use them to develop some of theemployees on your team For example letrsquos say you have a new managersupervisor that has had verylittle exposure to HR principles and practices Open2Study has a class starting on
September 7th on Human Resources by Christina Dahdal an attorney attached to ACUUniversity in Sydney Australia
Perhaps you have a newly promoted manager who lacks leadership skills andyou want to help him or her with development You might set a performance goal for thatindividual that they take and pass a free MOOC course like ldquoInspiring Leadership throughEmotional Intelligencerdquo which is an 8shyweek class that is offered via Coursera led by CaseWestern University professor Richard Boyatzis PhD who himself is a graduate of MITand Harvard
There are 334 courses available on a variety of subjects in Art Business Scienceamp Medicine Mathematics Sociology Psychology Language and more These coursesstart on various dates in the Fall of 2015 and cover a wide variety of specific topics like
Criminal LawWomen in Leadership Inspiring Positive ChangeIntroduction to PsychologyThe Science of HappinessIowa Presidential CaucusesBeyond Common SenseIntroduction to PsychologyNegotiation and Conflict ResolutionCommon Sense Economics for LifeThe Art of PhotographyChinese Language and CultureLearn Spanish Basic Spanish for English SpeakersIntroduction to Corporate FinanceIntroduction to Financial AccountingStrategic ManagementLeadership Identity Influence and PowerMindfulness for Wellbeing and Peak PerformanceNutrition
hellip and more As you know we all have many commitments responsibilities and timeconstraints in our lives but these courses are free so there is no financial risk if you arenot able to complete an entire course Maybe you wonrsquot have time to complete all of theassignments to earn a Certificate of Achievement for the class you are registered in butit might be enough for you to take advantage of the lectures and tools provided witheach course you enroll in shyshyshy that might be of sufficient value to you in terms of personalgrowth
I hope you will take a few moments to peruse the listing of courses and share
with your work colleagues families and friends who may not be aware of the variety ofMOOCs out there that are free opportunities to learn something valuable I considerthese to be diamonds on the sidewalk hellip all you have to do is reach down and pick themup
Happy MOOCing
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 Rogue Valley SHRM program event andyou will be entered into a drawing for a Dagoba Chocolate Rainbow Bag ($26value) For each work item you bring we will give you a raffle ticket to enter thedrawing Eligible donation items are slacks jeans tshyshirts suits blouses dresses
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
us as we learn laugh and communicate
Date Wednesday September 16 2015Networking 730 am to 800 am
Workshop Time 800 am to 1000 amPresenter Jennifer BoumanshySteagall
About the PresenterJennifer BoumanshySteagall is a managementshyside labor and employment litigationattorney with over 14 years of experience representing employers in Oregon andWashington Jenniferrsquos unique ldquoemployment law with HR strings attachedrdquoapproach promotes organizational development and responsible risk managementby integrating legal compliance with positive workplace practices Clients considerJennifer to be a trusted business partner with a reputation for professionalismintegrity enthusiasm and creativity and her range of legal and HRshyrelated servicesmakes her an integral part of any organizationrsquos success Jennifer is also proud tobe a favorite speaker for human resource associations the Oregon Bureau ofLabor and Industries the Oregon Employerrsquos Council and the Portland StateUniversity HR Certificate Professional Development Program Meeting LocationSmullin Health Education Center Lecture Hall 12825 E Barnett RoadMedford OR 97501
Cost $1000 per member No charge for first time guests and students$1500 for nonshymember
CreditsSHRM credits are availableHRCI general credits are available
RSVP To Seats fill quickly Please RSVP to Julie Carr juliecarrblackstoneaudiocomWebsite wwwshrmroguevalleyshrmorg
Legislative Update
The Oregon State legislature ended its biennium legislative session with a BUNCHof new mandates that will interest you Herersquos a summary
HB 3072
Puts more money into STEM (Science Technology Engineering and Math andCTE (Career and Technical Education) It creates a new ldquoframeworkrdquo for fundingthese education programs In shorthellip doubles the cost to $35 million going toeducation
SB 454Paid sick leave mandate All employers with 10+ employees will be required toprovide up to 40 hours (except in limited circumstances) of paid sick leavebeginning on January 1 2016 Employees may accrue leave at a rate of one hourper 30 hours worked and for most workers leave may be used in one hourincrements Hope you were able to register for the BrunchLunch and learnsscheduled in Medford and Grants Pass on August 11
SB 968Twoshyyear moratorium on local government mandates related to employerpredictive scheduling practices This one should concern youhellip It will comeback next sessionhellip
HB 2007Creates a new private right of action against an employer who takes any negativeemployment action against an employee for discussing or disclosing in anymanner his or her wages or those of another employee HB 2007 applies todiscussions not just between employees but also between employerssupervisorsand employees Beware of the perception of retaliation for conversations betweensupervisorsmanagers and employees
HB 2764Raises claimants attorney fees in certain situations in workers compensationcases
Sometimes itrsquos as interesting to see what DIDNrsquoT passhellip
SB 718Would have allowed employee to file a lien on employers real or personalproperty based upon alleged yet unproven wage claims
SB 845Would have required employers whose employees obtain health insurancecoverage through a public program to pay a fee to the state for that coverage
SB 888Would have required employer to establish mutually acceptable work scheduleupon employee request for a flexible or predictable work schedule (See SB 968
Above)
HB 2006Would have created a new unlawful employment practice against employers forpaying employees of opposite genders differently for equivalent work
HB 2606Would have added siblings as an additional category of family members for whoma worker could have taken leave to provide care
Another bill that failedhellip is not related to labor and employment law butdefinitely affects your business in a very bottom line wayhellip
Transportation Packagehellip
Near the end of Session a widely publicized agreement around a transportationpackage that both reduced greenhouse gas emissions and made importantinvestments in infrastructure nearly came to a vote In short the bill would have
Reduced greenhouse gas emissions by nearly 7 million metric tonsNew Funding
$206 million per year for state and local roads$80 million per year for transit improvements$25 million per year for airports$55 million for ConnectOregon VI
Gas Tax Increase by 4 cents per gallon (phased in over two years)Increase in title license and registration feesRequired ODOT to study and report how it will redirect $50 million per yeartoward operations and maintenance of state highways
This is nothing more than a method to bring in new revenues to the state Be veryweary of new taxes dressed up as ldquogood for yourdquohellip AT THE FEDERAL LEVELhellip The Department of Labor Wage and Hour Divisionis proposing a very big adjustment to the minimum weekly pay required for anemployee to be exempt from the overtime provisions of the law
Under the current regulations an executive administrative or professionalemployee must be paid at least $455 per week ($23660 per year for a fullshyyearworker) in order to come within the standard exemption The DOL proposes to setthe standard salary level equal to the 40th percentile of earnings for fullshytimesalaried workers ($921 per week or $47892 annually for a fullshyyear worker in2013) Think very carefully about how many ldquoexemptrdquo employees in yourorganization are paid less than $47892 per year in salaryhellip This could get
expensivehellip Stay tuned and be ready to write a letter send an eshymail or make aphone call to your Senator and Representative
Massive OpenshyOnline Classes (MOOCs)~ By Patricia (Trish) Forde SPHR GPHR SHRMshySCP
A couple of years ago I wrote an article for the Rogue Valley SHRM Chapternewsletter regarding Massive Open Online Classes (MOOCs) These are free collegeshylevel classes that are available online through a variety of websites like CourseraorgCanvasnet Open2Study etc The professors and universities that support andfacilitate these classes are renowned institutions of higher education so donrsquot let the factthat the courses are free detract from the fact that these are high quality learningopportunities
As I also teach online classes at Southern Oregon University I am a passionateadvocate of continuous learning Therefore I have taken many MOOC classes over thepast few years on a wide variety of topics that interest me like ldquoA Beginnerrsquos Guide toIrrational Behaviorrdquo (Duke University) ldquoThe Genius of Dogsrdquo (Duke University) ldquoHumanResources in the Digital Agerdquo (Open2Study) ldquoIntroduction to Public Speakingrdquo(University of Washington) and ldquoSocial Psychologyrdquo (Wesleyan University)
I recently took 4shyweek class that was absolutely worthwhile on Open2Studyrsquos siteon ldquoNegotiation and Conflict Resolutionrdquo by Dr Andrew Heys of Macquarie GraduateSchool of Management Sydney Australia Even though Irsquove been an HR Manager for17+ years I learned some new techniques in that course that I was able to put to useimmediately So there is significant value in these classes and I would encourage you tolook into the Fall 2015 smorgasbord of MOOCs by clicking on the link below andselecting a topic that is of interest to you
MOOCs or cut and paste this link into your browserhttpswwwclassshycentralcomreportmoocshycourseshyreportshyseptembershy2015 As you will notice the timing of the MOOC September start dates coincides withthe start of regular university classes You can take these free courses just for your ownpersonal enrichmentshyshyshylike I doshyshyshy or you can use them to develop some of theemployees on your team For example letrsquos say you have a new managersupervisor that has had verylittle exposure to HR principles and practices Open2Study has a class starting on
September 7th on Human Resources by Christina Dahdal an attorney attached to ACUUniversity in Sydney Australia
Perhaps you have a newly promoted manager who lacks leadership skills andyou want to help him or her with development You might set a performance goal for thatindividual that they take and pass a free MOOC course like ldquoInspiring Leadership throughEmotional Intelligencerdquo which is an 8shyweek class that is offered via Coursera led by CaseWestern University professor Richard Boyatzis PhD who himself is a graduate of MITand Harvard
There are 334 courses available on a variety of subjects in Art Business Scienceamp Medicine Mathematics Sociology Psychology Language and more These coursesstart on various dates in the Fall of 2015 and cover a wide variety of specific topics like
Criminal LawWomen in Leadership Inspiring Positive ChangeIntroduction to PsychologyThe Science of HappinessIowa Presidential CaucusesBeyond Common SenseIntroduction to PsychologyNegotiation and Conflict ResolutionCommon Sense Economics for LifeThe Art of PhotographyChinese Language and CultureLearn Spanish Basic Spanish for English SpeakersIntroduction to Corporate FinanceIntroduction to Financial AccountingStrategic ManagementLeadership Identity Influence and PowerMindfulness for Wellbeing and Peak PerformanceNutrition
hellip and more As you know we all have many commitments responsibilities and timeconstraints in our lives but these courses are free so there is no financial risk if you arenot able to complete an entire course Maybe you wonrsquot have time to complete all of theassignments to earn a Certificate of Achievement for the class you are registered in butit might be enough for you to take advantage of the lectures and tools provided witheach course you enroll in shyshyshy that might be of sufficient value to you in terms of personalgrowth
I hope you will take a few moments to peruse the listing of courses and share
with your work colleagues families and friends who may not be aware of the variety ofMOOCs out there that are free opportunities to learn something valuable I considerthese to be diamonds on the sidewalk hellip all you have to do is reach down and pick themup
Happy MOOCing
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 Rogue Valley SHRM program event andyou will be entered into a drawing for a Dagoba Chocolate Rainbow Bag ($26value) For each work item you bring we will give you a raffle ticket to enter thedrawing Eligible donation items are slacks jeans tshyshirts suits blouses dresses
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
Puts more money into STEM (Science Technology Engineering and Math andCTE (Career and Technical Education) It creates a new ldquoframeworkrdquo for fundingthese education programs In shorthellip doubles the cost to $35 million going toeducation
SB 454Paid sick leave mandate All employers with 10+ employees will be required toprovide up to 40 hours (except in limited circumstances) of paid sick leavebeginning on January 1 2016 Employees may accrue leave at a rate of one hourper 30 hours worked and for most workers leave may be used in one hourincrements Hope you were able to register for the BrunchLunch and learnsscheduled in Medford and Grants Pass on August 11
SB 968Twoshyyear moratorium on local government mandates related to employerpredictive scheduling practices This one should concern youhellip It will comeback next sessionhellip
HB 2007Creates a new private right of action against an employer who takes any negativeemployment action against an employee for discussing or disclosing in anymanner his or her wages or those of another employee HB 2007 applies todiscussions not just between employees but also between employerssupervisorsand employees Beware of the perception of retaliation for conversations betweensupervisorsmanagers and employees
HB 2764Raises claimants attorney fees in certain situations in workers compensationcases
Sometimes itrsquos as interesting to see what DIDNrsquoT passhellip
SB 718Would have allowed employee to file a lien on employers real or personalproperty based upon alleged yet unproven wage claims
SB 845Would have required employers whose employees obtain health insurancecoverage through a public program to pay a fee to the state for that coverage
SB 888Would have required employer to establish mutually acceptable work scheduleupon employee request for a flexible or predictable work schedule (See SB 968
Above)
HB 2006Would have created a new unlawful employment practice against employers forpaying employees of opposite genders differently for equivalent work
HB 2606Would have added siblings as an additional category of family members for whoma worker could have taken leave to provide care
Another bill that failedhellip is not related to labor and employment law butdefinitely affects your business in a very bottom line wayhellip
Transportation Packagehellip
Near the end of Session a widely publicized agreement around a transportationpackage that both reduced greenhouse gas emissions and made importantinvestments in infrastructure nearly came to a vote In short the bill would have
Reduced greenhouse gas emissions by nearly 7 million metric tonsNew Funding
$206 million per year for state and local roads$80 million per year for transit improvements$25 million per year for airports$55 million for ConnectOregon VI
Gas Tax Increase by 4 cents per gallon (phased in over two years)Increase in title license and registration feesRequired ODOT to study and report how it will redirect $50 million per yeartoward operations and maintenance of state highways
This is nothing more than a method to bring in new revenues to the state Be veryweary of new taxes dressed up as ldquogood for yourdquohellip AT THE FEDERAL LEVELhellip The Department of Labor Wage and Hour Divisionis proposing a very big adjustment to the minimum weekly pay required for anemployee to be exempt from the overtime provisions of the law
Under the current regulations an executive administrative or professionalemployee must be paid at least $455 per week ($23660 per year for a fullshyyearworker) in order to come within the standard exemption The DOL proposes to setthe standard salary level equal to the 40th percentile of earnings for fullshytimesalaried workers ($921 per week or $47892 annually for a fullshyyear worker in2013) Think very carefully about how many ldquoexemptrdquo employees in yourorganization are paid less than $47892 per year in salaryhellip This could get
expensivehellip Stay tuned and be ready to write a letter send an eshymail or make aphone call to your Senator and Representative
Massive OpenshyOnline Classes (MOOCs)~ By Patricia (Trish) Forde SPHR GPHR SHRMshySCP
A couple of years ago I wrote an article for the Rogue Valley SHRM Chapternewsletter regarding Massive Open Online Classes (MOOCs) These are free collegeshylevel classes that are available online through a variety of websites like CourseraorgCanvasnet Open2Study etc The professors and universities that support andfacilitate these classes are renowned institutions of higher education so donrsquot let the factthat the courses are free detract from the fact that these are high quality learningopportunities
As I also teach online classes at Southern Oregon University I am a passionateadvocate of continuous learning Therefore I have taken many MOOC classes over thepast few years on a wide variety of topics that interest me like ldquoA Beginnerrsquos Guide toIrrational Behaviorrdquo (Duke University) ldquoThe Genius of Dogsrdquo (Duke University) ldquoHumanResources in the Digital Agerdquo (Open2Study) ldquoIntroduction to Public Speakingrdquo(University of Washington) and ldquoSocial Psychologyrdquo (Wesleyan University)
I recently took 4shyweek class that was absolutely worthwhile on Open2Studyrsquos siteon ldquoNegotiation and Conflict Resolutionrdquo by Dr Andrew Heys of Macquarie GraduateSchool of Management Sydney Australia Even though Irsquove been an HR Manager for17+ years I learned some new techniques in that course that I was able to put to useimmediately So there is significant value in these classes and I would encourage you tolook into the Fall 2015 smorgasbord of MOOCs by clicking on the link below andselecting a topic that is of interest to you
MOOCs or cut and paste this link into your browserhttpswwwclassshycentralcomreportmoocshycourseshyreportshyseptembershy2015 As you will notice the timing of the MOOC September start dates coincides withthe start of regular university classes You can take these free courses just for your ownpersonal enrichmentshyshyshylike I doshyshyshy or you can use them to develop some of theemployees on your team For example letrsquos say you have a new managersupervisor that has had verylittle exposure to HR principles and practices Open2Study has a class starting on
September 7th on Human Resources by Christina Dahdal an attorney attached to ACUUniversity in Sydney Australia
Perhaps you have a newly promoted manager who lacks leadership skills andyou want to help him or her with development You might set a performance goal for thatindividual that they take and pass a free MOOC course like ldquoInspiring Leadership throughEmotional Intelligencerdquo which is an 8shyweek class that is offered via Coursera led by CaseWestern University professor Richard Boyatzis PhD who himself is a graduate of MITand Harvard
There are 334 courses available on a variety of subjects in Art Business Scienceamp Medicine Mathematics Sociology Psychology Language and more These coursesstart on various dates in the Fall of 2015 and cover a wide variety of specific topics like
Criminal LawWomen in Leadership Inspiring Positive ChangeIntroduction to PsychologyThe Science of HappinessIowa Presidential CaucusesBeyond Common SenseIntroduction to PsychologyNegotiation and Conflict ResolutionCommon Sense Economics for LifeThe Art of PhotographyChinese Language and CultureLearn Spanish Basic Spanish for English SpeakersIntroduction to Corporate FinanceIntroduction to Financial AccountingStrategic ManagementLeadership Identity Influence and PowerMindfulness for Wellbeing and Peak PerformanceNutrition
hellip and more As you know we all have many commitments responsibilities and timeconstraints in our lives but these courses are free so there is no financial risk if you arenot able to complete an entire course Maybe you wonrsquot have time to complete all of theassignments to earn a Certificate of Achievement for the class you are registered in butit might be enough for you to take advantage of the lectures and tools provided witheach course you enroll in shyshyshy that might be of sufficient value to you in terms of personalgrowth
I hope you will take a few moments to peruse the listing of courses and share
with your work colleagues families and friends who may not be aware of the variety ofMOOCs out there that are free opportunities to learn something valuable I considerthese to be diamonds on the sidewalk hellip all you have to do is reach down and pick themup
Happy MOOCing
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 Rogue Valley SHRM program event andyou will be entered into a drawing for a Dagoba Chocolate Rainbow Bag ($26value) For each work item you bring we will give you a raffle ticket to enter thedrawing Eligible donation items are slacks jeans tshyshirts suits blouses dresses
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
Above)
HB 2006Would have created a new unlawful employment practice against employers forpaying employees of opposite genders differently for equivalent work
HB 2606Would have added siblings as an additional category of family members for whoma worker could have taken leave to provide care
Another bill that failedhellip is not related to labor and employment law butdefinitely affects your business in a very bottom line wayhellip
Transportation Packagehellip
Near the end of Session a widely publicized agreement around a transportationpackage that both reduced greenhouse gas emissions and made importantinvestments in infrastructure nearly came to a vote In short the bill would have
Reduced greenhouse gas emissions by nearly 7 million metric tonsNew Funding
$206 million per year for state and local roads$80 million per year for transit improvements$25 million per year for airports$55 million for ConnectOregon VI
Gas Tax Increase by 4 cents per gallon (phased in over two years)Increase in title license and registration feesRequired ODOT to study and report how it will redirect $50 million per yeartoward operations and maintenance of state highways
This is nothing more than a method to bring in new revenues to the state Be veryweary of new taxes dressed up as ldquogood for yourdquohellip AT THE FEDERAL LEVELhellip The Department of Labor Wage and Hour Divisionis proposing a very big adjustment to the minimum weekly pay required for anemployee to be exempt from the overtime provisions of the law
Under the current regulations an executive administrative or professionalemployee must be paid at least $455 per week ($23660 per year for a fullshyyearworker) in order to come within the standard exemption The DOL proposes to setthe standard salary level equal to the 40th percentile of earnings for fullshytimesalaried workers ($921 per week or $47892 annually for a fullshyyear worker in2013) Think very carefully about how many ldquoexemptrdquo employees in yourorganization are paid less than $47892 per year in salaryhellip This could get
expensivehellip Stay tuned and be ready to write a letter send an eshymail or make aphone call to your Senator and Representative
Massive OpenshyOnline Classes (MOOCs)~ By Patricia (Trish) Forde SPHR GPHR SHRMshySCP
A couple of years ago I wrote an article for the Rogue Valley SHRM Chapternewsletter regarding Massive Open Online Classes (MOOCs) These are free collegeshylevel classes that are available online through a variety of websites like CourseraorgCanvasnet Open2Study etc The professors and universities that support andfacilitate these classes are renowned institutions of higher education so donrsquot let the factthat the courses are free detract from the fact that these are high quality learningopportunities
As I also teach online classes at Southern Oregon University I am a passionateadvocate of continuous learning Therefore I have taken many MOOC classes over thepast few years on a wide variety of topics that interest me like ldquoA Beginnerrsquos Guide toIrrational Behaviorrdquo (Duke University) ldquoThe Genius of Dogsrdquo (Duke University) ldquoHumanResources in the Digital Agerdquo (Open2Study) ldquoIntroduction to Public Speakingrdquo(University of Washington) and ldquoSocial Psychologyrdquo (Wesleyan University)
I recently took 4shyweek class that was absolutely worthwhile on Open2Studyrsquos siteon ldquoNegotiation and Conflict Resolutionrdquo by Dr Andrew Heys of Macquarie GraduateSchool of Management Sydney Australia Even though Irsquove been an HR Manager for17+ years I learned some new techniques in that course that I was able to put to useimmediately So there is significant value in these classes and I would encourage you tolook into the Fall 2015 smorgasbord of MOOCs by clicking on the link below andselecting a topic that is of interest to you
MOOCs or cut and paste this link into your browserhttpswwwclassshycentralcomreportmoocshycourseshyreportshyseptembershy2015 As you will notice the timing of the MOOC September start dates coincides withthe start of regular university classes You can take these free courses just for your ownpersonal enrichmentshyshyshylike I doshyshyshy or you can use them to develop some of theemployees on your team For example letrsquos say you have a new managersupervisor that has had verylittle exposure to HR principles and practices Open2Study has a class starting on
September 7th on Human Resources by Christina Dahdal an attorney attached to ACUUniversity in Sydney Australia
Perhaps you have a newly promoted manager who lacks leadership skills andyou want to help him or her with development You might set a performance goal for thatindividual that they take and pass a free MOOC course like ldquoInspiring Leadership throughEmotional Intelligencerdquo which is an 8shyweek class that is offered via Coursera led by CaseWestern University professor Richard Boyatzis PhD who himself is a graduate of MITand Harvard
There are 334 courses available on a variety of subjects in Art Business Scienceamp Medicine Mathematics Sociology Psychology Language and more These coursesstart on various dates in the Fall of 2015 and cover a wide variety of specific topics like
Criminal LawWomen in Leadership Inspiring Positive ChangeIntroduction to PsychologyThe Science of HappinessIowa Presidential CaucusesBeyond Common SenseIntroduction to PsychologyNegotiation and Conflict ResolutionCommon Sense Economics for LifeThe Art of PhotographyChinese Language and CultureLearn Spanish Basic Spanish for English SpeakersIntroduction to Corporate FinanceIntroduction to Financial AccountingStrategic ManagementLeadership Identity Influence and PowerMindfulness for Wellbeing and Peak PerformanceNutrition
hellip and more As you know we all have many commitments responsibilities and timeconstraints in our lives but these courses are free so there is no financial risk if you arenot able to complete an entire course Maybe you wonrsquot have time to complete all of theassignments to earn a Certificate of Achievement for the class you are registered in butit might be enough for you to take advantage of the lectures and tools provided witheach course you enroll in shyshyshy that might be of sufficient value to you in terms of personalgrowth
I hope you will take a few moments to peruse the listing of courses and share
with your work colleagues families and friends who may not be aware of the variety ofMOOCs out there that are free opportunities to learn something valuable I considerthese to be diamonds on the sidewalk hellip all you have to do is reach down and pick themup
Happy MOOCing
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 Rogue Valley SHRM program event andyou will be entered into a drawing for a Dagoba Chocolate Rainbow Bag ($26value) For each work item you bring we will give you a raffle ticket to enter thedrawing Eligible donation items are slacks jeans tshyshirts suits blouses dresses
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
expensivehellip Stay tuned and be ready to write a letter send an eshymail or make aphone call to your Senator and Representative
Massive OpenshyOnline Classes (MOOCs)~ By Patricia (Trish) Forde SPHR GPHR SHRMshySCP
A couple of years ago I wrote an article for the Rogue Valley SHRM Chapternewsletter regarding Massive Open Online Classes (MOOCs) These are free collegeshylevel classes that are available online through a variety of websites like CourseraorgCanvasnet Open2Study etc The professors and universities that support andfacilitate these classes are renowned institutions of higher education so donrsquot let the factthat the courses are free detract from the fact that these are high quality learningopportunities
As I also teach online classes at Southern Oregon University I am a passionateadvocate of continuous learning Therefore I have taken many MOOC classes over thepast few years on a wide variety of topics that interest me like ldquoA Beginnerrsquos Guide toIrrational Behaviorrdquo (Duke University) ldquoThe Genius of Dogsrdquo (Duke University) ldquoHumanResources in the Digital Agerdquo (Open2Study) ldquoIntroduction to Public Speakingrdquo(University of Washington) and ldquoSocial Psychologyrdquo (Wesleyan University)
I recently took 4shyweek class that was absolutely worthwhile on Open2Studyrsquos siteon ldquoNegotiation and Conflict Resolutionrdquo by Dr Andrew Heys of Macquarie GraduateSchool of Management Sydney Australia Even though Irsquove been an HR Manager for17+ years I learned some new techniques in that course that I was able to put to useimmediately So there is significant value in these classes and I would encourage you tolook into the Fall 2015 smorgasbord of MOOCs by clicking on the link below andselecting a topic that is of interest to you
MOOCs or cut and paste this link into your browserhttpswwwclassshycentralcomreportmoocshycourseshyreportshyseptembershy2015 As you will notice the timing of the MOOC September start dates coincides withthe start of regular university classes You can take these free courses just for your ownpersonal enrichmentshyshyshylike I doshyshyshy or you can use them to develop some of theemployees on your team For example letrsquos say you have a new managersupervisor that has had verylittle exposure to HR principles and practices Open2Study has a class starting on
September 7th on Human Resources by Christina Dahdal an attorney attached to ACUUniversity in Sydney Australia
Perhaps you have a newly promoted manager who lacks leadership skills andyou want to help him or her with development You might set a performance goal for thatindividual that they take and pass a free MOOC course like ldquoInspiring Leadership throughEmotional Intelligencerdquo which is an 8shyweek class that is offered via Coursera led by CaseWestern University professor Richard Boyatzis PhD who himself is a graduate of MITand Harvard
There are 334 courses available on a variety of subjects in Art Business Scienceamp Medicine Mathematics Sociology Psychology Language and more These coursesstart on various dates in the Fall of 2015 and cover a wide variety of specific topics like
Criminal LawWomen in Leadership Inspiring Positive ChangeIntroduction to PsychologyThe Science of HappinessIowa Presidential CaucusesBeyond Common SenseIntroduction to PsychologyNegotiation and Conflict ResolutionCommon Sense Economics for LifeThe Art of PhotographyChinese Language and CultureLearn Spanish Basic Spanish for English SpeakersIntroduction to Corporate FinanceIntroduction to Financial AccountingStrategic ManagementLeadership Identity Influence and PowerMindfulness for Wellbeing and Peak PerformanceNutrition
hellip and more As you know we all have many commitments responsibilities and timeconstraints in our lives but these courses are free so there is no financial risk if you arenot able to complete an entire course Maybe you wonrsquot have time to complete all of theassignments to earn a Certificate of Achievement for the class you are registered in butit might be enough for you to take advantage of the lectures and tools provided witheach course you enroll in shyshyshy that might be of sufficient value to you in terms of personalgrowth
I hope you will take a few moments to peruse the listing of courses and share
with your work colleagues families and friends who may not be aware of the variety ofMOOCs out there that are free opportunities to learn something valuable I considerthese to be diamonds on the sidewalk hellip all you have to do is reach down and pick themup
Happy MOOCing
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 Rogue Valley SHRM program event andyou will be entered into a drawing for a Dagoba Chocolate Rainbow Bag ($26value) For each work item you bring we will give you a raffle ticket to enter thedrawing Eligible donation items are slacks jeans tshyshirts suits blouses dresses
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
Massive OpenshyOnline Classes (MOOCs)~ By Patricia (Trish) Forde SPHR GPHR SHRMshySCP
A couple of years ago I wrote an article for the Rogue Valley SHRM Chapternewsletter regarding Massive Open Online Classes (MOOCs) These are free collegeshylevel classes that are available online through a variety of websites like CourseraorgCanvasnet Open2Study etc The professors and universities that support andfacilitate these classes are renowned institutions of higher education so donrsquot let the factthat the courses are free detract from the fact that these are high quality learningopportunities
As I also teach online classes at Southern Oregon University I am a passionateadvocate of continuous learning Therefore I have taken many MOOC classes over thepast few years on a wide variety of topics that interest me like ldquoA Beginnerrsquos Guide toIrrational Behaviorrdquo (Duke University) ldquoThe Genius of Dogsrdquo (Duke University) ldquoHumanResources in the Digital Agerdquo (Open2Study) ldquoIntroduction to Public Speakingrdquo(University of Washington) and ldquoSocial Psychologyrdquo (Wesleyan University)
I recently took 4shyweek class that was absolutely worthwhile on Open2Studyrsquos siteon ldquoNegotiation and Conflict Resolutionrdquo by Dr Andrew Heys of Macquarie GraduateSchool of Management Sydney Australia Even though Irsquove been an HR Manager for17+ years I learned some new techniques in that course that I was able to put to useimmediately So there is significant value in these classes and I would encourage you tolook into the Fall 2015 smorgasbord of MOOCs by clicking on the link below andselecting a topic that is of interest to you
MOOCs or cut and paste this link into your browserhttpswwwclassshycentralcomreportmoocshycourseshyreportshyseptembershy2015 As you will notice the timing of the MOOC September start dates coincides withthe start of regular university classes You can take these free courses just for your ownpersonal enrichmentshyshyshylike I doshyshyshy or you can use them to develop some of theemployees on your team For example letrsquos say you have a new managersupervisor that has had verylittle exposure to HR principles and practices Open2Study has a class starting on
September 7th on Human Resources by Christina Dahdal an attorney attached to ACUUniversity in Sydney Australia
Perhaps you have a newly promoted manager who lacks leadership skills andyou want to help him or her with development You might set a performance goal for thatindividual that they take and pass a free MOOC course like ldquoInspiring Leadership throughEmotional Intelligencerdquo which is an 8shyweek class that is offered via Coursera led by CaseWestern University professor Richard Boyatzis PhD who himself is a graduate of MITand Harvard
There are 334 courses available on a variety of subjects in Art Business Scienceamp Medicine Mathematics Sociology Psychology Language and more These coursesstart on various dates in the Fall of 2015 and cover a wide variety of specific topics like
Criminal LawWomen in Leadership Inspiring Positive ChangeIntroduction to PsychologyThe Science of HappinessIowa Presidential CaucusesBeyond Common SenseIntroduction to PsychologyNegotiation and Conflict ResolutionCommon Sense Economics for LifeThe Art of PhotographyChinese Language and CultureLearn Spanish Basic Spanish for English SpeakersIntroduction to Corporate FinanceIntroduction to Financial AccountingStrategic ManagementLeadership Identity Influence and PowerMindfulness for Wellbeing and Peak PerformanceNutrition
hellip and more As you know we all have many commitments responsibilities and timeconstraints in our lives but these courses are free so there is no financial risk if you arenot able to complete an entire course Maybe you wonrsquot have time to complete all of theassignments to earn a Certificate of Achievement for the class you are registered in butit might be enough for you to take advantage of the lectures and tools provided witheach course you enroll in shyshyshy that might be of sufficient value to you in terms of personalgrowth
I hope you will take a few moments to peruse the listing of courses and share
with your work colleagues families and friends who may not be aware of the variety ofMOOCs out there that are free opportunities to learn something valuable I considerthese to be diamonds on the sidewalk hellip all you have to do is reach down and pick themup
Happy MOOCing
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 Rogue Valley SHRM program event andyou will be entered into a drawing for a Dagoba Chocolate Rainbow Bag ($26value) For each work item you bring we will give you a raffle ticket to enter thedrawing Eligible donation items are slacks jeans tshyshirts suits blouses dresses
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
A couple of years ago I wrote an article for the Rogue Valley SHRM Chapternewsletter regarding Massive Open Online Classes (MOOCs) These are free collegeshylevel classes that are available online through a variety of websites like CourseraorgCanvasnet Open2Study etc The professors and universities that support andfacilitate these classes are renowned institutions of higher education so donrsquot let the factthat the courses are free detract from the fact that these are high quality learningopportunities
As I also teach online classes at Southern Oregon University I am a passionateadvocate of continuous learning Therefore I have taken many MOOC classes over thepast few years on a wide variety of topics that interest me like ldquoA Beginnerrsquos Guide toIrrational Behaviorrdquo (Duke University) ldquoThe Genius of Dogsrdquo (Duke University) ldquoHumanResources in the Digital Agerdquo (Open2Study) ldquoIntroduction to Public Speakingrdquo(University of Washington) and ldquoSocial Psychologyrdquo (Wesleyan University)
I recently took 4shyweek class that was absolutely worthwhile on Open2Studyrsquos siteon ldquoNegotiation and Conflict Resolutionrdquo by Dr Andrew Heys of Macquarie GraduateSchool of Management Sydney Australia Even though Irsquove been an HR Manager for17+ years I learned some new techniques in that course that I was able to put to useimmediately So there is significant value in these classes and I would encourage you tolook into the Fall 2015 smorgasbord of MOOCs by clicking on the link below andselecting a topic that is of interest to you
MOOCs or cut and paste this link into your browserhttpswwwclassshycentralcomreportmoocshycourseshyreportshyseptembershy2015 As you will notice the timing of the MOOC September start dates coincides withthe start of regular university classes You can take these free courses just for your ownpersonal enrichmentshyshyshylike I doshyshyshy or you can use them to develop some of theemployees on your team For example letrsquos say you have a new managersupervisor that has had verylittle exposure to HR principles and practices Open2Study has a class starting on
September 7th on Human Resources by Christina Dahdal an attorney attached to ACUUniversity in Sydney Australia
Perhaps you have a newly promoted manager who lacks leadership skills andyou want to help him or her with development You might set a performance goal for thatindividual that they take and pass a free MOOC course like ldquoInspiring Leadership throughEmotional Intelligencerdquo which is an 8shyweek class that is offered via Coursera led by CaseWestern University professor Richard Boyatzis PhD who himself is a graduate of MITand Harvard
There are 334 courses available on a variety of subjects in Art Business Scienceamp Medicine Mathematics Sociology Psychology Language and more These coursesstart on various dates in the Fall of 2015 and cover a wide variety of specific topics like
Criminal LawWomen in Leadership Inspiring Positive ChangeIntroduction to PsychologyThe Science of HappinessIowa Presidential CaucusesBeyond Common SenseIntroduction to PsychologyNegotiation and Conflict ResolutionCommon Sense Economics for LifeThe Art of PhotographyChinese Language and CultureLearn Spanish Basic Spanish for English SpeakersIntroduction to Corporate FinanceIntroduction to Financial AccountingStrategic ManagementLeadership Identity Influence and PowerMindfulness for Wellbeing and Peak PerformanceNutrition
hellip and more As you know we all have many commitments responsibilities and timeconstraints in our lives but these courses are free so there is no financial risk if you arenot able to complete an entire course Maybe you wonrsquot have time to complete all of theassignments to earn a Certificate of Achievement for the class you are registered in butit might be enough for you to take advantage of the lectures and tools provided witheach course you enroll in shyshyshy that might be of sufficient value to you in terms of personalgrowth
I hope you will take a few moments to peruse the listing of courses and share
with your work colleagues families and friends who may not be aware of the variety ofMOOCs out there that are free opportunities to learn something valuable I considerthese to be diamonds on the sidewalk hellip all you have to do is reach down and pick themup
Happy MOOCing
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 Rogue Valley SHRM program event andyou will be entered into a drawing for a Dagoba Chocolate Rainbow Bag ($26value) For each work item you bring we will give you a raffle ticket to enter thedrawing Eligible donation items are slacks jeans tshyshirts suits blouses dresses
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
September 7th on Human Resources by Christina Dahdal an attorney attached to ACUUniversity in Sydney Australia
Perhaps you have a newly promoted manager who lacks leadership skills andyou want to help him or her with development You might set a performance goal for thatindividual that they take and pass a free MOOC course like ldquoInspiring Leadership throughEmotional Intelligencerdquo which is an 8shyweek class that is offered via Coursera led by CaseWestern University professor Richard Boyatzis PhD who himself is a graduate of MITand Harvard
There are 334 courses available on a variety of subjects in Art Business Scienceamp Medicine Mathematics Sociology Psychology Language and more These coursesstart on various dates in the Fall of 2015 and cover a wide variety of specific topics like
Criminal LawWomen in Leadership Inspiring Positive ChangeIntroduction to PsychologyThe Science of HappinessIowa Presidential CaucusesBeyond Common SenseIntroduction to PsychologyNegotiation and Conflict ResolutionCommon Sense Economics for LifeThe Art of PhotographyChinese Language and CultureLearn Spanish Basic Spanish for English SpeakersIntroduction to Corporate FinanceIntroduction to Financial AccountingStrategic ManagementLeadership Identity Influence and PowerMindfulness for Wellbeing and Peak PerformanceNutrition
hellip and more As you know we all have many commitments responsibilities and timeconstraints in our lives but these courses are free so there is no financial risk if you arenot able to complete an entire course Maybe you wonrsquot have time to complete all of theassignments to earn a Certificate of Achievement for the class you are registered in butit might be enough for you to take advantage of the lectures and tools provided witheach course you enroll in shyshyshy that might be of sufficient value to you in terms of personalgrowth
I hope you will take a few moments to peruse the listing of courses and share
with your work colleagues families and friends who may not be aware of the variety ofMOOCs out there that are free opportunities to learn something valuable I considerthese to be diamonds on the sidewalk hellip all you have to do is reach down and pick themup
Happy MOOCing
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 Rogue Valley SHRM program event andyou will be entered into a drawing for a Dagoba Chocolate Rainbow Bag ($26value) For each work item you bring we will give you a raffle ticket to enter thedrawing Eligible donation items are slacks jeans tshyshirts suits blouses dresses
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
with your work colleagues families and friends who may not be aware of the variety ofMOOCs out there that are free opportunities to learn something valuable I considerthese to be diamonds on the sidewalk hellip all you have to do is reach down and pick themup
Happy MOOCing
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 Rogue Valley SHRM program event andyou will be entered into a drawing for a Dagoba Chocolate Rainbow Bag ($26value) For each work item you bring we will give you a raffle ticket to enter thedrawing Eligible donation items are slacks jeans tshyshirts suits blouses dresses
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
skirts menrsquos attire and shoes Donations can be brought to the RV SHRMSeptember program at the Smullin Health Education Center
If you are unable to attend the next RV SHRM event then additional dropshyofflocations are available Encourage your friends and family to join you in helpingyour Southern Oregon neighbors Thank you for making a difference in ourworkforce 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 Success
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
Presented 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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
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 Certification
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
Director 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 terminations
Other 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 consultation
to 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 preferred
MBA 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
Other 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 consultation
to 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 preferred
MBA 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 consultation
to 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 preferred
MBA 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
to 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 preferred
MBA 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
MBA 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