In this issue

A Message from Our President

SHRM Howard County Important Info

Upcoming Events

HR Quick Take

College Relations Update

D.I.Y. - Diversity In You

Career Corner

Stay Connected With Us!

September 2026 Newsletter

A Message from Our President

As we enter September, I’m thrilled to share the momentum building around our upcoming chapter conference, HR at the Center of Change. This year’s theme captures exactly where our profession stands—leading organizations through transformation with clarity, courage, and compassion. We have an exceptional lineup planned, including breakout sessions on change management, navigating difficult conversations, and a dynamic fireside chat that will bring fresh insight to the challenges and opportunities facing HR today. I hope you’ll join us and bring your energy, your curiosity, and your voice to what promises to be an inspiring and highly engaging event.

September is also Workforce Development Month, a time that highlights one of the most meaningful ways HR shapes the future of work. Our role in connecting organizations with untapped talent has never been more important. Across Maryland, state and local workforce departments—along with nonprofit partners—are doing remarkable work to support individuals seeking new opportunities. When HR builds strong partnerships with these organizations, we open doors for jobseekers, strengthen our talent pipelines, and help our communities thrive. I encourage you to explore these partnerships, deepen existing relationships, and champion the incredible potential that lies within the diverse talent pools around us.

As we continue investing in the future of the profession, I’m excited to share that our Mentorship Program will be launching soon. This initiative pairs our members with college upperclassmen and emerging professionals who are eager to learn, grow, and gain real‑world insight into the HR field. Your guidance and experience can make a profound difference in shaping the next generation of HR leaders, and I hope many of you will consider participating.

Wishing you a month filled with connection, learning, and impact as we continue to place HR at the center of meaningful change.

Warm Regards,

April Perry

President, SHRM Howard County

SHRM Howard County Important Info

SHRM Howard County Fall Conference

The countdown is officially on! The SHRM Howard County September Chapter Conference, HR at the Center of Change, is just days away.

We’re bringing together HR professionals and leaders for a morning focused on the conversations shaping our work right now, from developing stronger leaders and retaining talent to navigating difficult conversations, leading through change, and building HR’s influence within the organization.

You’ll hear from incredible speakers, connect with fellow HR professionals, and walk away with practical ideas you can bring back to your organization. There are even some exciting items to be given out!

If you’ve been thinking about joining us, now is the time. We’d love to see you there!

Pricing

$75.00 member rate
$95.00 non-member rate

Check out the event page for more details and register here: SHRM Howard County Fall Conference

Having trouble registering? If you experience any difficulties with registration, please reach out to Bradley Welsh at [email protected] for assistance.

Upcoming Events

OCTOBER MONTHLY MEETING

Building a Culture of Employee Engagement

Speaker: Milton Hunt

Date: October 15, 2026 | 8:00 AM - 10:00 AM
Location: Maryland Innovation Center

6751 Columbia Gateway Dr
Columbia, MD 21046

About our Program:

Employee engagement is the key to unlocking an organization’s full potential. When employees feel valued, heard, and connected to their work, they become more productive, innovative, and committed to the company’s mission. Engaged employees are not just workers; they are brand ambassadors who drive collaboration, enhance customer satisfaction, and contribute to a positive workplace culture. On the other hand, disengagement leads to higher turnover, decreased morale, and lost productivity. By prioritizing employee engagement, organizations create a thriving environment where people are motivated to do their best work—leading to sustainable growth and long-term success.

Employee engagement is the cornerstone of a thriving, high-performing workplace. In this dynamic and interactive training, participants will explore proven strategies to foster a culture where employees feel valued, motivated, and committed to organizational success. This course goes beyond theory—offering hands-on approaches to create an environment that enhances productivity, collaboration, and retention.

Key Takeaways:

Understand the core drivers of employee engagement and how to implement them
Develop leadership techniques that inspire trust, purpose, and commitment
Learn how to recognize and address disengagement before it impacts performance
Create actionable strategies to boost morale, communication, and collaboration

This training is designed for leaders, HR professionals, and managers who want to cultivate an engaged workforce that drives results. Join us and start transforming your workplace today!

thank you to victoria gastro pub for sponsoring this event!

Since 2007, Victoria Gastro Pub has provided an inviting pub atmosphere serving sophisticated, yet unpretentious food. The main objective of our kitchen is to serve innovative twists on classic pub fare that stress quality and freshness with every recipe, and every ingredient. The menu items draw from both national and international cooking traditions and remain in harmony with the seasonal availability of high-quality ingredients.

HR Quick Take

Are You Hiring for the Job—or the Skills?

SHRM’s 2026 Talent Trends research is emphasizing the shift toward skills-based talent strategies, internal mobility, and upskilling. Nearly 70% of HR professionals still report difficulty recruiting for full-time roles, while 41% are training existing employees for hard-to-fill positions.

The best candidate isn't always the person who has already done the job. As skills evolve faster than job descriptions, HR leaders should be asking:

What skills does this role actually require?
Which skills are truly non-negotiable?
Which skills can be developed?
Are we overlooking internal talent who could grow into the role?
Are our job descriptions screening out capable candidates unnecessarily?

Quick HR Action:
Take one open position in your organization and separate the requirements into three buckets: Must Have | Can Develop | Nice to Have

Then ask: Are we accidentally eliminating strong talent because we're hiring for yesterday's experience instead of tomorrow's capability?

SHRM's 2026 research specifically points to internal mobility, upskilling and agile deployment of talent as important responses to persistent recruiting challenges.

College Relations Update

SHRM Howard County is excited to kick-off our 2026-27 Mentorship Program.

The program will run October through April. The Mentorship opportunity connects college students and/or emerging professionals with Human Resources practitioners, providing one-to-one mentoring as well as group sessions in which various facets of HR are presented and discussed.

Check out the Mentorship Program Overview for information about our program SHRM Howard County Mentorship Program Overview

Do you know a Junior or Senior at a Maryland college, a Graduate Student at a Maryland college, or an emerging professional (less than 2 years HR experience) living in Maryland who may be interested in participating in our Mentorship program?
Are you an HR Professional who is interested in serving as a Mentor?
Would you like to volunteer to join the College Relations Committee and work towards our goal of advancing the HR profession through programs such as the Mentorship Program?

Mentees Applicants: Share the following link to the Mentee Application with those who may be interested in our program Mentee Application or use it yourself if you are a student or an emerging professional!

Returning Mentors, Presenters, or Committee Volunteers: Please email Nomi Schmuckler ([email protected]), Susan Everhart ([email protected]) or Angela Elumelu ([email protected])

We're looking forward to a great Mentorship Program Year! Questions? Please contact a member of the committee – Nomi Schmuckler, Susan Evert, and or Angela Elumelu. We're happy to help!

D.I.Y. - Diversity In You

How to Avoid Ageism

As people live longer and choose to remain employed later in life, older adults are becoming a growing part of the workforce. They bring valuable knowledge, experience, and perspective to organizations and teams. Research shows that including more experienced workers can improve overall efficiency and the quality of work.

Despite these benefits, older workers may still face blatant discrimination, outdated assumptions, and age-related bias. This is especially concerning because workers aged 65 and older are expected to be one of the fastest-growing segments of the labor force. Yet fewer than 10% of organizations with an inclusion and diversity strategy include age as part of that strategy.

SHRM’s Inclusion and Diversity Playbook identifies six ways organizations can reduce age bias and improve their ability to hire and retain top talent:

Review Your Organization’s Practices and Policies - Organizations should review their practices and policies regularly to identify and remove language that may reflect bias, discrimination, or assumptions about older workers.
Know Your Workers’ Needs - Gather feedback from employees to understand their needs and identify what they value most. Relying on assumptions instead of direct input can reinforce age-related stereotypes and lead to ineffective workplace practices.

Examine Your Recruitment Practices - Train interviewers and recruiters to avoid age-related assumptions during the hiring process. For example, they should not presume that older candidates lack technology skills or that younger candidates will accept lower compensation.
Focus on Hiring Older Workers - Develop targeted strategies and partner with organizations that help retirees and older workers find employment opportunities.
Include Age as Part of Your Inclusion and Diversity Program - Organizations should be fostering a culture that promotes recognizing skill and ability beyond age. This approach involves rejecting stereotypes around age, no different than stereotypes involving race, sex, religion, or national origin.
Foster A Multigenerational Culture - Employees should have meaningful opportunities to work across generations through collaboration, learning and development, career counseling, and mentoring.