This new law goes into effect on October 27, 2025, requiring employers to include salary ranges and scales when advertising job openings and bars them from inquiring about applicants’ compensation history. This law impacts private employers that employ at least 15 people within the City of Cleveland. Overall, the new requirements under the Act are easy enough to comply with, but updating job postings is necessary to ensure your company doesn’t run afoul of the new law. Here are my key takeaways:

What is it? Under the new ordinance, Cleveland employers cannot:

• Ask an applicant about their prior compensation
• Screen an applicant based on their current or prior compensation—this includes
  requiring an applicant satisfy a minimum or maximum criteria
• Refuse to hire or otherwise retaliate against an applicant who refuses to disclose
  their compensation history

The new law does not apply to:

• Employers with 14 or fewer employees
• Internal transfers or promotions within the same organization
• Rehires, where the employer already possesses the applicant’s prior salary history
• Independent contractors
• Positions where compensation is governed by a collective bargaining agreement

While the city of Cleveland is included as an employer, other local, state, and federal
government bodies are excluded.

Penalties and Consequences?

Civil penalties are at stake, ranging from $1,000 for a first offense to $5,000 for a third
violation within a five year period.

Next Steps:

1. Review and update all job postings to include salary ranges or scales
2. Eliminate any application questions or interview practices that seek
   compensation history
3. Train hiring managers and recruiters on compliance requirements

Overall, the law imposes new requirements for Cleveland employers, but the requirements are not overly burdensome. It appears that as long as a pay range is included in a job posting, you should be covered.

Please feel encouraged to reach out to me if you have any questions!

Katie Epperson
Cleveland SHRM Legal Chair
Mansour Gavin LPA
Employment Attorney
kepperson@mggmlpa.com
office: 216-453-5798

The Nature of DEI: Navigating Current Challenges with Help from Nature's Wisdom

By Terri Ford, MSPOD

Introduction

"In every walk with nature, one receives far more than he seeks.” – John Muir

Diversity, Equity, and Inclusion (DEI) has experienced notable shifts over the past year,
marked by uncertainty, challenges, and a reevaluation of organizational priorities.
Despite these obstacles, the drive to foster cultural change and advance systemic
progress remains essential. Fortunately, nature offers profound insights, serving as a
metaphor for resilience and renewal. It guides us on how to navigate adversity while
finding strength in purpose. A principle in nature, where growth and transformation
often emerge from periods of adversity – like a species of pine trees that require the
intense heat of fire to release seeds so they can start anew.

In this article, we explore lessons from nature and strategies shared by DEI
professionals¹ from across the country—many who experienced their most significant
breakthroughs and moments of clarity amidst considerable challenges. While it
sometimes takes walking through a fire to show us where our strength really lies, it is
also an opportune moment to reflect on what brings depth and momentum to this work.
We will reimagine what is necessary to move forward: renewed focus, authentic
leadership support, and a steadfast commitment to personal well-being.²

The Current Climate
The past year has seen a significant rollback of DEI initiatives, with many roles
eliminated and funding drastically reduced, impacting the progress towards inclusive
workplaces. Professionals in the field are increasingly tasked with meeting emotional
and strategic demands, often without adequate support systems. Despite these
challenges, DEI professionals are still expected to drive cultural change, advance
systemic progress, and guide others, often without the necessary organizational or
leadership support.

Those who dedicate themselves to this work bring indispensable qualities, with
empathy chief among them. However, such devotion often comes at a personal cost,
with energy and passion being poured into ensuring progress for others while
neglecting personal well-being. This dynamic is mirrored in nature, where worker bees
tirelessly dedicate their lives to protect the hive, embodying self-sacrifice for the greater
good. Yet for humans, relentless selflessness can lead to disengagement, burnout, and
depletion. Unlike bees, we require conscious efforts to replenish our inner resources—a commitment to nurturing our own well-being—to effectively continue
supporting others.

Strategies for Renewal
Like nature’s need for rest and renewal, DEI professionals must replenish energy to
sustain their work and drive meaningful change. Key strategies include:

• Reflection: Animals hibernate, trees conserve energy, and even the earth itself
  slows down during winter to take a pause from the high activity generated during
  warmer seasons. DEI professionals can take note by setting aside time to
  engage in intentional renewal and personal self-care -essential for nurturing
  mental and emotional well-being. This might include dedicating time for exercise,
  or mindfulness activities, or establishing clear boundaries around work hours.
• Connection: Forests thrive through interconnected root systems that share
  resources and offer protection. Similarly, by actively fostering meaningful
  connections, DEI professionals can find support, community, and mutual
  understanding which are crucial during challenging times. This could include,
  joining online communities of practice, or establishing informal peer support
  groups, or simply spending time with friends and family.

Cultivation: Growth is impossible without enriching the soil. By embracing
continuous learning like attending a workshop, or reading a book that guides
professional development, DEI professionals prepare the ground for new ideas
to flourish and adapt to ever-changing landscapes.

By embracing these strategies, DEI professionals can cultivate resilience, ensuring
their personal growth aligns with the systemic transformation they aim to achieve.

Leadership’s Role in Supporting DEI
Leadership plays an essential role in creating environments that nurture and advance
DEI initiatives, ultimately driving meaningful change within organizations. Strategies to
support DEI efforts include:

• Elevation: In nature, leadership is often shared, adaptive, and focused on the
  collective well-being. For instance, ducks take turns leading their V-formation,
  ensuring no one individual bears the burden of resistance for too long, while
  their quacks encourage others to keep going. Leaders can support DEI
  professionals by trusting their expertise, celebrating small wins, providing them
  with autonomy, and actively removing obstacles in their path.
• Navigation: Elephants guide their herds through shifting terrains with care and
  unity. Effective leaders can support DEI professionals by taking time to listen,
  understand, and acknowledge the challenges experienced by DEI professionals,
  and demonstrating their commitment by steering the organization through these
  evolving changes with a unified vision for inclusion.
• Amplification: A lion’s roar can communicate its strength, but it also reinforces
  social bonds within their pride. In organizations, effective leadership amplifies
  the voice of DEI professionals, ensuring that they have a prominent platform in key conversations, advocating for DEI initiatives, and setting clear expectations and holding all levels of the organization accountable for DEI outcomes.

These practices reinforce that inclusion is a deeply ingrained core value, rather than an
ancillary initiative.

Moving Toward the Future
To truly move forward and sustain the work of DEI, we must boldly reimagine what is
possible within our organizations, paving the way for transformative change. Here are
strategies to achieve the desired future.

• Envision: Diversity is essential to a thriving ecosystem where plants, animals,
  and even the tiniest organisms are interdependent for survival. Envision a
  flourishing world for DEI ten years from today – where the principles of DEI -
  accessibility, equity, and inclusion are the norm. Design a world where shared
  leadership, and mutual respect are clear, and every voice is valued. Imagine
  how that collective strength and purpose will create a global impact.
• Transformation: Spring is a season of peak moments: Butterflies emerge,
  flowers blossom, and rivers swell with fresh, rushing waters. Recognize this
  season of change as an opportunity for transformation. Identify the strengths
  that carried you through the challenging times. Allow them to guide you to a
  place of innovation, collaboration, and a fresh start to make lasting change.
• Activation: Even a small snowball needs to gather momentum to grow into a
  powerful force. To sustain the work of DEI, the path forward begins by taking the
  first step. Start with one small thing that can get the momentum going - whether
  it’s returning to the roots of the work to align efforts, reestablishing trust within
  teams, or embedding DEI principles into core organizational values. Continue to
  build on these efforts while encouraging each other along the way with empathy
  and compassion.

By incorporating these concepts, we can drive lasting change while continually
expanding our capacity for growth, adaptability, and resilience.

Conclusion
Much like nature, life is an ongoing cycle—a rhythm of reflection, action, and evolution.
As DEI professionals, embracing this process through intentional acts of renewal not
only strengthens our ability to support others but also ensures our well-being and
effectiveness. As leaders, guiding DEI professionals through these transitions can make
a significant impact by championing inclusive practices, valuing their contributions, and
embedding their efforts into the core of organizational culture. The future of DEI takes
shape when we collectively envision what is possible, create and hold space for
personal renewal and for others to grow, and commit to the collective journey—one
intentional step at a time.

Notes

1. The titles for professionals focused on this work have evolved, and a singular
collective term is not yet widely established. For the purpose of clarity and consistency
in this paper, "DEI professionals" is used to encompass the various roles dedicated to leading inclusion and cultural change.

2. This article draws upon insights gathered during a practice of Appreciative Inquiry
with 31 DEI professionals across the country. The principles of Appreciative Inquiry, a
strength-based methodology for change developed by David Cooperrider and Suresh
Srivastva, have informed the forward-looking and action-oriented approach presented
herein.

December 2024 - Cleveland SHRM has been awarded SHRM Learning System Champion in recognition of our chapter’s hard work to elevate the HR profession through professional development and HR knowledge among members, gained from SHRM certification. SHRM created this prestigious distinction in support of its premier educational product. This status also helps to promote the HR profession at the local level by using the SHRM Learning System® for SHRM-CP/SHRM-SCP.
Learn more about this honor

SHRM (the Society for Human Resource Management) recently awarded Cleveland SHRM its Learning System Champion Award. The SHRM Learning System Champion status is a recognition of CSHRM's hard work to elevate the HR profession through professional development and HR knowledge among members, gained from SHRM certification.

Help us make a difference in Northeast Ohio’s HR Community!

We’re just like you. We’re recruiters. We’re leaders. We’re trainers and teachers. We’re consultants. We’re advisors.

You name it … we're on the volunteer team here at Cleveland SHRM.

And we all have this one thing in common:

We’re all deeply committed to supporting the growth and development of HR professionals in the greater Cleveland area.

The more volunteers we have united around this mission, the greater impact we can make for our HR community.

All of this to say, come volunteer with us! 

You’ll love this role if you:

• Enjoy networking and building professional relationships in HR
  
• Are committed to helping advance and strengthen the HR profession
• Have a passion for the HR profession

Current volunteer positions we are looking for your help to fill:

• Communications

• Membership

• Legal
  

If you are a CSHRM member (or looking to join!) and are interested in learning more about our volunteer opportunities here at Cleveland SHRM please reach out to volunteer@clevelandshrm.com.

Thank you for helping make a difference in the lives of our HR colleagues! 

For Elevating Human Resources, Improving Workplaces

Cleveland, Ohio, April 20, 2021 — The Society for Human Resource Management (SHRM) recently awarded Cleveland SHRM its prestigious EXCEL Platinum Award for the Chapter’s accomplishments in 2020.

The award aligns individual chapters’ and state councils’ activities with SHRM’s aspirations for the HR profession. The award recognizes accomplishments and strategic activities and initiatives that enhance the human resource profession.

“So much of SHRM’s positive impact on our workplaces can be traced back to the dedication of our chapters and state councils like Cleveland SHRM. I’ve seen firsthand how these leaders drive meaningful changes to build workplaces where employers and employees can thrive together,” said Johnny C. Taylor, Jr., SHRM-SCP, president and chief executive officer of SHRM. “The Platinum EXCEL Award not only honors Cleveland SHRM and its accomplishments in 2020, but it’s also a testament to the hard work it took to get there.”

The EXCEL Award can be earned at four levels: bronze, silver, gold and platinum. Each level has a prescribed set of requirements and accomplishments that must be met. Cleveland SHRM will receive recognition in SHRM publications and at conferences, a logo to display on its website, and information to share with its members about the significance of this award.

For more information about Cleveland SHRM, visit http://www.clevelandshrm.com.

Media: For more information, contact Andy Hollander of Cleveland SHRM at communications@clevelandshrm.com.

About the Society for Human Resource Management

SHRM, the Society for Human Resource Management, creates better workplaces where employers and employees thrive together. As the voice of all things work, workers and the workplace, SHRM is the foremost expert, convener and thought leader on issues impacting today's evolving workplaces. With 300,000+ HR and business executive members in 165 countries, SHRM impacts the lives of more than 115 million workers and families globally. Learn more at SHRM.org and on Twitter @SHRM.

Cleveland SHRM (CSHRM) is excited to announce our recent partnership with the Cleveland Leadership Center (CLC), a nonprofit organization that “provides leadership and community engagement opportunities across a wide spectrum of life and career stages to inspire, connect and challenge individuals to make a positive community impact.” As an organization, Cleveland SHRM is proud to partner with organizations whose mission aligns with our own, much like the Cleveland Leadership Center.

Over the next year, our partnership will include a collaboration where CSHRM provides a $500 scholarship to a CSHRM member to attend a CLC program and, CLC members will have the opportunity to participate in our mentoring program as mentors. Additionally, CLC will be supporting our Emerging Professionals Special Interest Group by providing access to their The Way Forward Leader Lunch Break.

As with any partnership, Cleveland SHRM’s goal is to provide value added educational programming and events to our community that support growth and development.We thank the Cleveland Leadership Center for their support and look forward to the next year and beyond.

For more information, please contact Tamara Hagerty at president@clevelandshrm.com.

           

Cleveland SHRM Awarded

For Elevating Human Resources, Improving Workplaces

Cleveland, OH, May 26, 2020 — SHRM (the Society for Human Resource Management) recently awarded Cleveland SHRM its prestigious EXCEL Platinum Award for the chapter’s accomplishments in 2019.

The EXCEL award is given to state councils and chapters to recognize major accomplishments, strategic activities, and tactical initiatives that elevate the profession of human resources.  

“So much of SHRM’s impact on the world of work can be traced back to the dedication and hard work of our chapters like Cleveland SHRM. These leaders took the initiative and drove changes to make workplaces where employers and employees can thrive together,” said Johnny C. Taylor, Jr., SHRM-SCP, president and chief executive officer of SHRM. “The Platinum EXCEL Award is not only a celebration of the great work done by Cleveland SHRM—it’s also a recognition of the grit it took to do it.”

The EXCEL Award can be earned at four levels: bronze, silver, gold and platinum. Each level has a prescribed set of requirements and accomplishments that must be met. Cleveland SHRM will receive recognition in SHRM publications and at conferences, a logo to display on its website, and information to share with its members about the significance of this award.

For more information about Cleveland SHRM, visit http://www.clevelandshrm.com.

Media: For more information, contact Andy Hollander at communications@clevelandshrm.com.

About SHRM

SHRM, the Society for Human Resource Management, creates better workplaces where employers and employees thrive together. As the voice of all things work, workers and the workplace, SHRM is the foremost expert, convener and thought leader on issues impacting today's evolving workplaces. With 300,000+ HR and business executive members in 165 countries, SHRM impacts the lives of more than 115 million workers and families globally. Learn more at SHRM.org and on Twitter @SHRM.

Cleveland SHRM has been awarded the recognition of  SHRM Foundation Chapter Champion.

Through our support of the SHRM Foundation, we are empowering real social impact, allowing the foundation to continue to deliver on outreach initiatives that lead positive change affecting work, workers, and the workplace. We are also helping the foundation prepare the next generation of professionals for a future in HR. Our continued support will help the SHRM Foundation in these ways:

• Continue to engage and integrate military veterans in the workplace
• Deliver more than 300 scholarships in 2020 to HR professionals and students
• Advance workplace inclusion initiatives for individuals with disabilities
•  Provide outreach that helps those formerly incarcerated as they are reintroduced to the workforce

Congratulations to Kerry Fels - SHRM-SCP, Stephanie Wills - SHRM-CP,  Shannon Doyle - SHRM-CP, and Jerry Armstrong - SHRM-CP who recently passed their SHRM-SCP and SHRM-CP exams! 

In light of Governor DeWine’s ban on gatherings of over 100 people in the state, the rest of our Northern Ohio Human Resource Conference is cancelled and no events will be held on Friday, March 13.

Cleveland SHRM is committed to providing our members and attendees with ongoing professional development opportunities and the sufficient recertification credits. As such, we have been recording sessions throughout the conference and will record four (4) sessions that were scheduled for tomorrow. Once complete, the recordings will be made available to attendees at a later date. These recordings will satisfy the recertification credits for the Northern Ohio Human Resource Conference.

Thank you for your understanding and continued support of Cleveland SHRM.

2019 SHRM Learning System Champion Recognition

December 2, 2019: Cleveland SHRM has been awarded the SHRM Learning System Champion status is a recognition of Cleveland SHRM's hard work to elevate the HR profession through professional development and HR knowledge among members, gained from SHRM certification. SHRM created this prestigious distinction in support of its premier educational product. This status also helps to promote the HR profession at the local level by using the SHRM Learning System® for SHRM-CP/SHRM-SCP. 

The competency-based SHRM-CP® and SHRM-SCP® credentials are the new global standard in HR certification. These credentials are among the first HR certifications focused on teaching and testing the practical, real-life information HR professionals need to advance their organizations, and excel in their careers today, including knowledge, skills, and behavioral competencies.

Cleveland SHRM Wins Pinnacle Award from SHRM for Exceptional HR Program

Cleveland, Ohio, 11/22/2019— Cleveland SHRM announced today it has earned the 2019 Pinnacle Award from SHRM (Society for Human Resource Management) in recognition of its high achievements advancing the profession of human resources.

Created in 1991, the Pinnacle Award is the most prestigious award SHRM state councils and chapters can receive, honoring programs that exceed the standard activities of SHRM affiliates in enhancing HR management. Cleveland SHRM was one of 12 human resource organizations—out of more than 600—from across the country to win the award in 2019.

“The people of our chapters and state councils are among the most dedicated and passionate professionals in HR,” said Johnny C. Taylor, Jr., SHRM-SCP, President and CEO of SHRM. “That makes it difficult to select just twelve winners. But the great work done by this year’s recipients truly speaks for itself. From relief outreach in the wake of Hurricane Michael, to addressing domestic violence and assisting underserved communities, each winner translated big ideas into local actions—and made a real difference.”

Cleveland SHRM was awarded the Pinnacle Award based on the continued success of their annual Women’s Leadership Conference of Northeast Ohio (WLCNEO) considered the pre-eminent business-focused women’s conference in Northeast Ohio. This event connects the HR and broader business communities in a way that no other local conference has done. This conference created a space where women can learn about negotiations, finances, branding, and other applicable tools for the workplace.

Winning programs, selected from 75 applications, received a $1,000 prize given by Paychex Inc., which is the sponsor of this year’s Pinnacle Awards. The award was presented at SHRM’s Volunteer Leaders Business Meeting (VLBM) in Washington, D.C., which was attended by Cleveland SHRM.

Winners of the 2019 SHRM Pinnacle Award are:

·      Association for Human Resource Management (Mich.) – “HR for Small Business & Non-Profits”

·      Bay County SHRM (Fla.) – “Hurricane Michael Outreach and Recovery Efforts”

·      Chesapeake Human Resources Association (Md.) – “A More Focused Approach

·      Cleveland SHRM (Ohio) – “Women’s Leadership Conference of Northeast Ohio”

·      Colorado SHRM (Colo.)– “Diversity & Workforce Webinar Series”

·      Human Resource Association of the Midlands (Neb.) – “Addressing Domestic/Sexual Violence in the Heartland”

·      Lower Columbia Human Resource Management Association (Ore.) – “A ‘Crucial’ Training Series”

·      SHRM New Mexico State Council (N.M.) – “SHRM New Mexico and Indian Country: Kindred HR Spirits”

·      South Central MN SHRM (Minn.) – “Operation Employment: Building a Community One Hero at a Time”

·      Southern Indiana SHRM (Ind.) – “SISHRM Remote Access”

·      Western Arkansas Human Resource Association (Ark.) – “Restore Hope: 100 Families”

·      Wyoming State Council (Wyo.) – “WDOC ReEntry Partnership”

Media: For more information, contact Andy Hollander at communications@clevelandshrm.com.

About Cleveland SHRM
The Mission of the Cleveland Society for Human Resource Management (Cleveland SHRM) is to Develop HR Professionals to Advance Their Organizations. Cleveland SHRM exists to provide resources and opportunities for members at all levels to expand their knowledge to help achieve the goals of the organizations they work for.

 About SHRM
SHRM, the Society for Human Resource Management, creates better workplaces where employers and employees thrive together. As the voice of all things work, workers and the workplace, SHRM is the foremost expert, convener and thought leader on issues impacting today’s evolving workplaces. With 300,000+ HR and business executive members in 165 countries, SHRM impacts the lives of more than 115 million workers and families globally. Learn more at SHRM.org and on Twitter @SHRM.

Post-Meeting Spotlight: Dr. Stacy Feiner
By Amber F. Mirza, MSHRD, PHR

Dr. Stacy Feiner was a panelist for Cleveland SHRM’s September meeting: “Identifying the Need for Psychology in Business.” Following the event, Amber Mirza, Communications Committee Member and Newsletter Content Contributor, sat down to chat with Dr. Feiner about her work, her fresh insights and her thought-provoking recommendations. Read on to learn more!

Dr. Stacy Feiner is a business psychologist with a doctorate in Clinical Psychology from the Illinois School for Professional Psychology. Her firm, Feiner Enterprises, LLC, developed a method using the science of psychology to help leaders advance their goals, overcome challenges, improve company culture and more.

Dr. Feiner has worked with clients from a range of industries, from Fortune 500 companies to academic institutions. “By blending psychology, business and leadership, my method accelerates a business owner’s ability to achieve goals,” Dr. Feiner states on her firm’s website.

When asked for a deeper explanation, she replied, “By culminating the multitude of business dynamics owners face into one strategy, we achieve business goals faster and better.” Decision-makers—whether owners, partners or board members—learn how to use their own psychology to impact the overall health of their organizations.

Dr. Feiner started her firm with a mission “improve the health of our nation.” When asked how her mission influenced her career, Dr. Feiner explained, “Growing up, dinner time was a time for serious discussion. We talked about the news, what was going on in the world, and how we would make a difference. Making a difference became the theme for my ambitions.”

Indeed, Dr. Feiner’s focus on making a difference led her to achieve a great deal, including living and working in Asia, serving as a psychotherapist for families, registering with the SEC as a financial advisor, performing in leadership positions in corporate HR, and investing in two start-ups – all before she started Feiner Enterprises, LLC. in 2005.

Dr. Feiner emphasizes the role of psychology in business and psychological awareness can improve business systems. She references various data points and highlights these findings for a Gallup Report: “The importance of psychology to business is evidenced in how engaged employees personally ‘own’ the results of their work and look out for the needs of the enterprise overall.”

Despite the research, Dr. Feiner finds that business leaders do not always incorporate this idea of “owning it” into their strategies. “Too often, I notice business leaders asking the wrong questions to the wrong professionals when they are seeking to be more effective at growing their companies,” she remarked. “Often, their accountant, attorney or even banker operates with a blind spot to solutions that are outside of their training. They hold on tightly to the idea that profitability is just a numbers game. Psychologists, on the other hand, understand that it’s a complex system, not a competition.” Dr. Feiner continued to explain, “Psychology is the most sophisticated science available for channeling human drive, purpose and talent.”

Shifting to an actual challenge of leaders, Dr. Feiner shared that a prevalent obstacle her clients experience is not being able to get their workforce to buy in to their vision. “This recurring issue is the result of an old mindset that limits their ability to be effective,” she says. “It starts with the opinion that talent management is an expense and a cost, a necessary evil. Such an opinion sets in motion a series of decisions that contribute to a broken system and lead to perpetual disappointment.”

To prevent this and better build an engaged workforce, Dr. Feiner points to psychological factors that influence a company’s ability to retain more employees. She explained, “Having purpose is ranked more important than having the highest compensation. Having a reasonable and conscientious boss is ranked more important than the highest compensation. Being able to communicate freely without the constraints of ‘the chain of command.’”

By fusing these elements into the foundation of a company’s culture, leaders can build a more engaged and productive workforce. Facilitating positive change effectively is what Dr. Feiner focuses on. She believes it’s important for leaders to be aware that employees adapt to change at different paces: “The more self-aware the leader is about their own expectations and how that translates to their workforce often makes all the difference in the world. The primary reason change initiatives fail is so often due to leaders mislabeling slow adopters as resistant. Mislabeling instantly turns off a slow, willing adopter.”

On the flipside, some companies do realize that engaged employees drive their organization’s productivity and overall success. Consequently, companies utilize strategies linked to employee benefits and wellness initiatives as vehicles for fostering employee engagement. Many of these are labeled as supporting more flexibility for employees to manage all aspects of their lives better.

Throughout the conversation, Dr. Feiner is careful not to reference the concept of work-life balance. She weighs in that: “Work-life balance is a trendy campaign to counter the campaign from a decade earlier that women can have it all. It’s lip service from a corporate system that ignores the gender pay gap and the lack of affordable and quality childcare.” Dr. Feiner asserted that closing the various pay gaps can be accomplished within 18 months to three years when boards focus on it seriously.

Although Dr. Feiner typically works with clients who are the heads of their organizations, she also offers advice for individuals who want to bring change to their organization, but do not have an official leadership title. She suggested, “There are voids in leadership wherever you look. Lead by example. Don’t confuse authority with leadership. Think about leadership as helping people grow.”

Dr. Feiner also offers advice for Human Resources professionals and leaders as to how they can make psychology a part of their strategies when trying to establish themselves as business partners across their companies. She explained, “Finance departments seek outside counsel from their accounting firm, bankers and board members. Legal decisions are made with outside legal counsel and board members. But who does Human Resources have? Human Resources departments have not been afforded the same outside resources that these other departments do.”

She confidently offers that, “Human Resources can have the same ready counsel from business psychologists. Business Psychologist offer strategic insights and when issues extend beyond the expertise of the HR professionals on staff.” By seeking outside counsel and implementing psychological principles within their work, Human Resources leaders and professionals can better engage their workforce, leading to success for their organizations and their communities.

If you are interested in learning more about Dr. Stacy Feiner and her work, please visit www.stacyfeiner.com. 

CSHRM Foundation Academic Scholarship: Christine Sullivan-Vacca
By Amber F. Mirza, MSHRD, PHR

Amber Mirza, Communications Committee Member and Newsletter Content Contributor, had the opportunity to sit down with Christine Sullivan-Vacca, a previous recipient of the CSHRM Foundation Academic Scholarship. Read on to learn about Christine’s story and experience! 

Christine Sullivan-Vacca is currently the Director of HR for Pinnacle Construction. Pinnacle Construction is a Cleveland-based federal general contractor that works on federal construction projects. Locally, they have worked on several projects at NASA, who is their biggest client as well as the Wright Patterson Air Force base in Dayton, OH. Pinnacle Construction has also done projects outside of Cleveland, including projects for SelfRidge Air National Guard Base and Detroit Arsenal, both in Detroit, Michigan.  

On top of serving as the Director of HR for Pinnacle Construction, Sullivan-Vacca is also pursuing a double major of HR Management and Organizational Leadership at Baldwin Wallace University. Last year, Sullivan-Vacca was granted the CSHRM Foundation’s Academic Scholarship, which she has found to be very beneficial.  She stated, “For summer, [the scholarship] paid for one of my summer classes. That’s money I didn’t have to borrow and then pay interest on. It was one less class I have to worry about making sure it’s covered.” 

Sullivan-Vacca has been a CSHRM member since 2010. Due to pursuing her Associate’s degree at the time, she did not have the opportunity to get more involved until 2014. “The first thing I did to get more involved was to volunteer on the Chapter Champion Committee with the Annual Golf Outing. All the committees have fun together and it was nice networking with other professionals. It gave me the opportunity to compare notes, a chance to learn what other people were doing within their companies and talk through challenges. It also gave me the opportunity to make friends,” Sullivan-Vacca explained. 

Through her involvement with CSHRM and the Chapter Champion Committee, Sullivan-Vacca learned about the CSHRM Foundation’s Academic Scholarship. “The interesting thing is that since I am a part-time non-traditional student, there aren’t as many scholarships for students like me. The scholarship gave me an opportunity because I’m paying myself and taking out loans, which isn’t exciting. It’s helped to defray costs and I’m now nearing the last several semesters,” Sullivan-Vacca mentioned. Upon finding out she had won the scholarship, Sullivan-Vacca was thrilled. She recalled, “I was extremely thankful and excited. Any time people recognize the hard work you’re putting in, it’s greatly appreciated. This meant a little more because this is a group I’ve invested a lot of time and energy into. I feel I’ve made great HR connections and friends.”

Balancing the roles of being a professional and a student is no easy task. When asked how she manages the two roles, Sullivan-Vacca replied, “Sometimes I wonder how I do it too. I think organizing myself and making sure I have a realistic calendar. Being proactive and keeping track of all the tasks I have that need to be done.” Organization is key. However, Sullivan-Vacca also pointed out that she has a strong support system as well: “I’m extremely thankful I have an employer that supports my decision to be in school. If not, then one or the other wouldn’t work. My family also supports me and that’s really awesome too. My husband takes ownership of bath time and whatever else so that I have time to study. I think it’s about making sure to have a good support system – I certainly do not do it all by myself.” Sullivan-Vacca mentioned that her mentor encouraged her as well, citing that the best career advice she had ever received was to finish her education. She also added, “On a personal and professional level, it helps to have the HR community backing you as well. They will have different perspectives and can give advice to you.” 

In addition to providing insight on how she manages schoolwork with her professional life, Sullivan-Vacca also provided advice for others. For those considering applying for the CSHRM Foundation’s Academic Scholarship, she stated: “I would encourage them to get involved with CSHRM – definitely involvement before applying really is more helpful so that they understand what CSHRM is about and what it offers.” For those trying to break into the HR field, Sullivan-Vacca revealed what her own experience has been. She emphasized, “Building a network is where they need to start. Being in CSHRM has helped me to find connections who have been helpful in helping me flourish in my HR role. Building a network is step one – there are so many functions within HR; until you’re aware of the pieces, you don’t know where your focus will be or where that connection can be for you.” 

Sullivan-Vacca is naturally passionate about the importance of education. In fact, she recalled encouraging Seeds of Literacy, a non-profit organization, to apply for another of CSHRM Foundation’s initiatives, which is the Non-Profit Partner. Along with supporting HR professionals pursuing higher education, the CSHRM Foundation also conducts various fundraising efforts every year. The money raised benefits a local non-profit organization which has been selected as the Non-Profit Partner for the year. Sullivan-Vacca mentioned, “I was very impressed with what Seeds of Literacy does for those who don’t have that level of education or have that level of opportunity in the workplace. I encouraged them to apply. They didn’t get it the first time, but they did get it the second year they applied, and I was very excited for that.”

If you are interested in applying or learning more about CSHRM Foundation’s Academic Scholarship and Non-Profit Partner applications, please visit: ClevelandSHRM.com. Deadline to apply is September 30, 2019.  

Have you ever thought there is more that I can do with my role? Have you ever felt that you could help someone with a stagnated career? Have you wanted to provide guidance on how to navigate office politics?

Are you looking to share your knowledge with a more junior HR person? If you answered yes to any of these questions or have been thinking about becoming a mentor then CSHRM wants you! CSHRM is currently looking for mentors and mentees to participate in the 2019-2020 CSHRM Mentoring Program.

There will be an informal informational/networking event on August 27, 2019 from 5:30 – 7:00 at 3 Summit Park Drive, Suite 130 Independence, OH 44131 to discuss the upcoming CSHRM Mentor and Mentee program.

If you are interested in attending this meeting please RSVP to matthew.m.proudfit@gmail.com or jamie_dasher@ajg.com. There is no obligation on your part to continue if you don’t feel that you can make the commitment! If you are unable to attend but are still interested in participating please email Matt or Jamie directly. We are looking forward to another exciting Mentoring year!

Cleveland SHRM Membership,

I am writing today to share that I will be starting a new chapter of my professional life. I know this will a big transition and it was a very difficult decision. My personal life (including my husband and children) has evolved over the years and I am excited for this next chapter and the possibilities of continued growth it brings! I will be joining the team at ERC as a Client Service Administrator.  ERC has allowed me to begin working part-time so the Chapter has time to find a replacement, of whom I can train.

I would like to thank the Cleveland SHRM chapter for believing and trusting in me for the past 28 years as I served as the Chapter’s Administrator. When I started in 1992 Cleveland SHRM had 400 members and 10 monthly chapter meetings a year and one conference (NOPEC/NOHRC).  Now the membership is close to 700 members with 3 conferences and 30+ chapter events throughout the year.  It has been great to be a part of that growth and development of the chapter. There are many fond memories and shared experiences from over the years with my HR friends who are like my family.

Thank you again for all of your support and friendship over the years! I look forward to staying in touch!

Pam Smith
Cleveland SHRM Chapter Administrator

Thank you for all you have done to move Cleveland SHRM forward and for the incredible impact you have had on CSHRM and the HR community!

For Elevating Human Resources, Improving Workplaces

May 28, 2019 — SHRM (the Society for Human Resource Management) awarded Cleveland SHRM its prestigious EXCEL Platinum Award for the chapter’s accomplishments in 2018.

The EXCEL award aligns individual chapters’ and state councils’ activities with SHRM’s aspirations for the HR profession. The award recognizes major accomplishments, strategic activities, and tactical initiatives that elevate the profession of human resources.  

“So much of SHRM’s success in shaping better workplaces—where employers and employees can thrive together— is owed to the hard work of our chapters and state councils such as Cleveland SHRM is driving true, measurable progress toward the healthy, productive, and dynamic workplaces of tomorrow,” said Johnny C. Taylor, Jr., SHRM-SCP, president and chief executive officer of SHRM. “Awarding this Platinum Excel Award is just one small way for SHRM to recognize and celebrate the big steps this chapter has taken this past year.”

The EXCEL Award can be earned at four levels: bronze, silver, gold and platinum. Each level has a prescribed set of requirements and accomplishments that must be met. Cleveland SHRM will receive recognition in SHRM publications and at conferences, a logo to display on its website, and information to share with its members about the significance of this award.

When you have an opportunity to look around the new backend part of Cleveland SHRM please let us know what types of content and groups we can build! We would love to have your input as you can shape the discussions and networking opportunities we build here on our site. Also, download the SocialLink app and login using your Cleveland SHRM username and password and have access to all the content we post, group discussions you opt-in to, the career center portal, a directory of members and more!

Enas Shaneen who recently passed their SHRM-CP and SHRM-SCP exams after taking the SHRM Test Prep Review classes at Cleveland State University!

If you have been considering increasing your HR knowledge or earning your HR certification, we can help you achieve your goal! Cleveland SHRM is committed to providing our members with quality programs to help advance your career.

The SHRM-CP and SHRM-SCP Test Prep Review, hosted at Cleveland State University, is an exam preparation course is designed primarily for individuals seeking credentials that focus on identifying and testing the knowledge and practical real-life experiences HR professionals around the world need to excel in their careers today.

Learn more about the SHRM Test Prep Review and sign up for the next courses: 

http://www.clevelandshrm.com/page/Certifications

Happy New Year! If you are looking for ways to grow your career make sure you invest some time on our Cleveland SHRM Career Center webpage! https://cshrm.careerwebsite.com/

Congratulations to ERC, Excelas, and CBIZ for winning the prestigious When Work Works award by SHRM!

The prestigious When Work Works Award — part of the SHRM’s When Work Works project — recognizes employers that excel at offering a variety of employee initiatives such as work-life fit policies, flexible scheduling and transition to parenthood programs. The award is earned after a rigorous assessment that emphasizes the real-life experiences of employees and incorporates national benchmarks of employer practices from the National Study of Employers and the National Study of the Changing Workforce. Two-thirds of an organization’s winning score is based on a survey of its employees.