Greetings GMA SHRM Members!

Hello and happy spring GMA SHRM Members,

As we prepare for the much anticipated annual Human Capital Conference (HCC) this month, I’m excited to reconnect with many of you. Your enthusiasm, commitment to HR, and team spirit truly light up our community!

If you have not registered yet, there’s still time! Trust me, you will not want to miss our incredible keynote speaker, Anne Bonney, and our nine phenomenal breakout sessions and six certification credits! 🔥✨ Register today!

I am also thrilled to announce that our 2025-2026 Board of Directors slate will soon be up for formal vote and approval, following HCC! These one-year terms highlight our dedication to seamless succession planning and ensuring excellence within our leadership team. Keep an eye out for the email with the slate later this month.

Interested in getting involved or joining our volunteer leadership with GMA? We would love to hear from you! Feel free to reach out to any of us on the Board of Directors.

And there’s more! Following our major HCC event, we’ve lined up a summer full of exciting opportunities for you. Here is a sneak peek at just a few:
 

• Join us on June 18th at Boardman Clark for a GMA SHRM Networking Social and enjoy some fun, food, drinks and great connection from 5:00pm to 6:30pm!
• Monthly HR Virtual Roundtables are always a wonderful way to build great connections and insights from your fellow HR professionals & there is more than one option so you can find one that fits your schedule. So be sure to check them out here!
• National SHRM’s Annual Conference & Expo 2025 is June 29^th – July 2^nd in San Diego if you’re looking for some California fun next month.

Be sure to visit our events page and register today to stay in the loop!

There’s so much to look forward to and I can't wait to see you all at these upcoming events!

See you soon!


Warm regards,

Laura Bermudo, President
Greater Madison Area SHRM Chapter
lbermudo@myhaus.com / 608.383.4568

Legal Update – Don’t Forget to Review Your Noncompete Agreements Periodicall

Submitted from Storm Larson, Brian P. Goodman, and Aiyanah Simms, Attorneys at Boardman & Clark LLP, a Platinum Partner

Storm Larson

Brian Goodman

Aiyanah Sim

Noncompete agreements, including nondisclosure agreements and non-solicitation agreements, are an important tool that many employers use to protect their competitive advantages. Such agreements are subject to state law and rigorous rules of enforcement. Wisconsin courts are generally reluctant to enforce noncompete agreements unless they are drafted carefully and in a narrowly tailored way.

There have been recent Wisconsin cases which interpret noncompete agreements, and they serve as an important reminder for employers to revisit them to ensure compliance with new case developments. For example, a few years ago, the Wisconsin Court of Appeals issued an opinion on the proper scope of nondisclosure/confidentiality agreements, which generally requires these agreements to use narrower language than had been necessary in the past.
Court decisions are generally retroactive with respect to noncompete agreements, which means that agreements which were drafted before these decisions are still required to be in compliance with the decisions.  In practice, this means agreements may need to be revised to keep up with these decisions.

As noted, Wisconsin has specific rules for how these agreements must be drafted to be enforceable, including recent case law. Consultation with legal counsel is always advisable when drafting or modifying a noncompete agreement, including periodic reviews to keep up with legal developments.
 

Navigating Stagflation Risk: Impact of Tariffs for HR Leaders

Submitted by Mai Xiong, GMA SHRM Director of Government Affairs

As the Trump administration signals plans for upcoming tariffs, there are growing concerns about the onset of stagflation—marked by rising inflation and stagnant economic growth. In anticipation of these challenges, HR leaders may need to take a closer look at their workforce strategy, compensation structures, and organizational resilience.

The tariffs are expected to increase the cost of imported goods and raw materials, raising production costs for businesses and potentially leading to higher prices for consumers. When companies are unable to fully shift these increased costs to consumers, economic growth tends to slow down, while inflation continues to rise, causing a ripple effect that extends beyond the finance department, putting HR leaders in a challenging position: balancing tight budgets with the need to maintain a competitive workforce.

To gauge organization vulnerabilities and what actions HR leaders should take to successfully guide their organization through these tariff-driven challenges, a SHRM article highlighted several areas to explore:

Key Areas to Assess in Understanding Organizational Exposure:

• Rising Operational Costs and Wage Pressures
• Production and Supply Chain Disruptions
• Economic Slowdown and Workforce Stability
• Further Uncertainty in Trade Policy

• Assess Inflation’s Impact on Workforce Needs
• Prepare for Production-Related Workforce Shifts
• Focus on Communication and Change Management
• Build Workforce Flexibility
• Engage Your CEO and Board
• Monitor Policy Developments

By taking these actions, HR leaders can serve as proactive partners, helping their organizations manage risks and adapt to the challenges posed by new tariffs.

Compensation and Benefits

The 2024 GMA SHRM Compensation Survey - Local Data Only $95!

The 2024 Greater Madison Area SHRM Compensation Survey is available for purchase!

Competition for employees across all industries is at an all-time high, leading to rapidly escalating salaries. The GMA SHRM Compensation Survey provides up-to-date local, regional and national benchmarks to help you get a better handle on this challenging labor market.  

Conducted by Gallagher Surveys, this general industry survey collects base salary, bonuses, total cash, salary ranges and HR policy data for more than 180 jobs common across all industries.

Click here for more details and ordering information.




 

Return to Top
 

Direct Primary Care: A New Approach

Submitted by Jesse Oberloh, Senior Employee Benefit Advisor at Principal

Direct Primary Care (DPC) is a membership-based healthcare model where employers and/or individuals pay a flat, periodic fee to primary care providers for enhanced access to medical services. This model bypasses many of the limitations of traditional
insurance-based fee-for-service systems, offering a more direct and accessible approach to healthcare. While DPC does not replace traditional medical insurance, it complements it by providing better access to primary care.

Employers are increasingly adopting DPC as a benefit for their employees to counter rising insurance premiums and improve access to quality care. DPC memberships can provide routine and chronic condition management services at no additional cost to employees, addressing issues like high deductibles and out-of-pocket expenses. Additionally, DPC clinics often offer same-day access to care, reducing wait times for checkups and screenings, which is particularly beneficial in regions facing primary care provider shortages.

For employees, DPC offers significant advantages, such as lower out-of-pocket costs and better access to care. The fixed monthly fee covers a wide range of services, including lab tests, medications, and minor procedures, often at minimal or no cost. This fosters longer, more meaningful interactions with physicians, enhancing patient satisfaction and adherence to treatment plans. Overall, DPC provides a personalized, cost-effective alternative to traditional health insurance, benefiting both employers and employees by promoting high-quality, accessible healthcare.


 

2025 GMA SHRM Human Capital Conference!  Early Registration Ends 5/9!

 

 

Return to Top
 

---

SHRM Certification Prep Resources

Submitted by Andrea Wyant, HR Manager of Spectrum Brands and Director of Certification
 

SHRM offers two testing windows a year for HR professionals to sit for the SHRM-CP or SHRM-SCP exam. The next testing window will be May 1st – July 15th. Testing information can be found here.

Any certification questions can be directed to our Director, Certification – Andrea Wyant at andrea.m.wyant@gmail.com.

Return to Top

 

---

2025 Virtual Roundtables Open for Registration!

 

Join us for these virtual discussions facilitated by members!

During Roundtables, members discuss their emerging HR challenges and when possible, others offer possible solutions, support, and resources. Come with those questions top of mind for your organization, offer your own experience and best practices, or simply join to network with others.

More Information and Registration

Return to Top

  

---

Want to Support Employee Mental Health? Start with Psychological Safety

Submitted by Jim Morgan, Courtney Lamers, Lisa Hirchert at MRA, a GMA SHRM Gold Partner 

May is Mental Health Awareness Month, a time when many organizations reflect on how they can better support the well-being of their teams. As conversations around mental health become more open, employers are asking an important question: What can we do to help our employees truly thrive—mentally and emotionally—at work?

One of the most impactful answers lies not in perks or wellness apps, but in something more foundational: psychological safety.

What Is Psychological Safety?
Psychological safety is a term coined by Harvard Business School professor Amy Edmondson. It refers to a shared belief that a team is safe for interpersonal risk-taking—meaning people feel comfortable speaking up, admitting mistakes, asking for help, or offering ideas without fear of embarrassment or punishment. “Psychological safety is not about being nice. It’s about giving candid feedback, openly admitting mistakes, and learning from each other,” Edmondson writes her book, The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth (Wiley, 2018).
When psychological safety is present in the workplace, employees are more likely to:

• Express ideas and feedback
• Admit to mistakes early, preventing larger issues
• Ask for support when they are struggling
• Take creative risks that drive innovation
• Be honest about burnout, workload, and stress

All of these are not only good for individuals, they are good for business.

Why Psychological Safety Matters for Mental Health
A lack of psychological safety can lead to chronic stress, disengagement, and burnout—key indicators of poor mental health. The World Health Organization (WHO) identifies “psychosocial risk factors” at work—including lack of autonomy, poor communication, and job insecurity—as major contributors to workplace stress and mental illness.  

Research from Google’s Project Aristotle further supports this: psychological safety was found to be the most important factor in building effective teams—more than skill set, tenure, or individual performance. When people feel safe to be vulnerable at work, they’re more likely to share when they’re overwhelmed or struggling.

How to Create a Psychologically Safe Environment
Building psychological safety is not a one-time initiative, it’s a culture shift. Edmundson suggests a few ways leaders and teams can begin:

Model Vulnerability – Leaders set the tone. When a manager admits to a mistake, shares when they’re feeling overwhelmed, or asks for feedback, it signals to others that it’s okay to do the same.
Respond with Curiosity, Not Judgment - When someone brings up a concern or idea, respond with curiosity rather than defensiveness. Ask questions like, “Can you tell me more about that?” or “How can we improve this together?”
Normalize Asking for Help - Make it clear that asking for support is a strength, not a weakness. This could be as simple as including “What do you need from me?” in your check-ins.
Address Mistakes with Care - When mistakes happen (and they will), focus on learning rather than blame. Create space to debrief and talk about what could be done differently next time.
Invite Feedback—and Act on It - Psychological safety grows when employees see that their voices lead to meaningful change. Regularly ask for input, and more importantly, show how you are responding.
Be Mindful of Micro-Messages - Sometimes it’s not what is said, but how it’s said. Tone, body language, and small signals (like interrupting or dismissing someone’s idea) can either build or erode trust.
Supporting mental health in the workplace is not about having all the answers. It is about creating an environment where people feel safe to be real. Psychological safety gives employees the foundation they need to speak up, show up, and care for their mental well-being in a way that is authentic and sustainable.

This May, let’s move beyond awareness and into action. Let’s make mental health support more than a month-long campaign—let’s make it a part of how we work, every day.

References:

• Edmondson, A. (2018). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.
• Google re:Work (2015). Guide: Understand team effectiveness. Retrieved from: https://rework.withgoogle.com
• World Health Organization (2022). Mental health at work. Retrieved from: https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work

Return to Top

---

 

Diversity Observances in May and June

Submitted by Mary Vesely, GMA SHRM Director of Diversity 

Coming soon! 
Our DEI Ambassador Playbook is almost ready. This Playbook is our Committee’s contribution to our chapter as we strive to encourage ALL to become DEI Ambassadors to spread awareness of the importance of DEI not only in the workplace but in building all relationships personal and professionally.

We will be discontinuing the page by end of May 2025. If you wish, you may download the page for your reference before it gets taken down: https://www.gmashrm.org/DEI. Our 2025 calendar will remain updated for your use.

Please reach out if you are interested in contributing to our resources page or becoming a member of our DEI Committee. We welcome all to join and make a difference within our community! Contact Mary Vesely, Director of DEI, at mmvesely3@gmail.com for more information.

Resource of the Month: 
May is Mental Health Awareness Month. Check out this link to read how you can celebrate this special month in an inclusive way: Embracing Inclusive Approaches to Mental Health.


May and June Observances

Use these observances for team engagement! Have fun, celebrate diversity, and take this opportunity to share stories and learn more about your teammates.  

Return to Top

 

 

Board Spotlight:  Membership, Volunteer Engagement

Submitted by Ambar Aguirre Sanchez, Human Resources Generalist at Veridian Homes and Director of Volunteer Engagement

The Volunteer Engagement Committee is dedicated to initiating and managing volunteer opportunities, member engagement, and organizing events like the GMA SHRM 101 sessions and the Volunteer of the Year Award. Our mission is to connect members with volunteer opportunities and recognize the invaluable contributions of our volunteers.
On April 23rd, we hosted the first of two Member Welcome: GMA 101 events this year. This event was designed to introduce new and current members to the benefits of GMA SHRM membership and showcase available volunteer opportunities within our chapter.  With a beautiful view overlooking Lake Mendota from our host site, Blackhawk County Club, we had over 45 attendees!

A key highlight of our efforts to show appreciation is the Volunteer of the Year award, presented annually at the Human Capital Conference. This award honors a member who has gone above and beyond in their volunteer efforts or made significant contributions to their committee. It’s our way of celebrating those who make a lasting impact on our community.

If you're interested in learning more about volunteer opportunities or getting involved with a committee, we encourage you to reach out to the Director of Volunteer Engagement, Ambar Aguirre Sanchez, at asanchez@veridianhomes.com.
The Volunteer Engagement Committee runs hand in hand with the Membership and Recruitment Committee. The Membership Committee typically meets on the second Wednesday of each month for 45 minutes to collaborate and continue building a strong, engaged GMA SHRM community. We’d love for you to join us!

 

GMA SHRM – Retiree Membership
 

Have you retired from a career in the HR profession or do you know someone who has?  Want to stay connected to friends and the profession while also giving back?  GMA SHRM now offers a Retiree Membership option.  Dues are discounted to $25 for a 12 month membership for all retired HR professionals. 

To qualify you need to have been employed in Human Resources and no longer represent a company.   We ask Retiree Members get involved and join a committee and/or participate in monthly HR Advice Network group meetings (roundtables). 

For more information, visit our Retiree Membership page.

Return to Top

---

Welcome New Members!

HR InTouch Guidelines