By Shannon Kleibl, CHRP

As HR professionals it is easy to get caught up in our busy and sometimes hectic schedules as we strive to help our organizations succeed.  Taking the opportunity to gather with colleagues and share ideas or learn something new is an invaluable benefit—and definitely helps you realize that you are not alone in your challenges.  BC HRMA roundtables are one such benefit and highly utilized across Vancouver Island. 

I was able to catch up with the hosts of the various HR roundtables from five regions across Vancouver Island.

Doris Wagner—Campbell River
Mickie Donley, CHRP—Comox Valley
Glenn Kelso, CHRP— Nanaimo
Kathy Obad, CHRP Retired—Nanaimo
Ginger Brunner, CHRP—Cowichan Valley
Kim Mitchell, CHRP Candidate—Victoria

Here’s what they shared about these learning opportunities:

You are the host of an HR roundtable. What inspired you to take on this role?

Wagner: As an emerging HR generalist, I am always looking for opportunities to add to my professional development.

Donley: When I got into HR management about 12 years ago, I felt somewhat isolated from the HR professional community being that the Comox Valley is small and removed from the big city hub. As time went on, I became involved in volunteering for BC HRMA and started hosting monthly mingles as a way of bringing together people in the human resources profession.

b>Brunner: I wanted to become more actively involved with BC HRMA and this was a great opportunity for me to do so.

How often do you meet?

Wagner: We meet once a month with a break in July and August.

Kelso: We meet monthly, rotating our meeting times between lunch-hour (11:45 a.m. – 1:15 p.m.) and day-end (3:30-5:00 p.m.).

Obad: We started meeting monthly but with the afternoon roundtables, it wasn’t necessary.  Now we alternate monthly between the afternoon roundtable and the LunchHour connection.

What can people expect when they attend?

Kelso: Participants can expect to participate! Facilitators are given clear direction to provide a minimal amount of content (i.e. no more than what’s required) and structure the majority of the time around participants’ interaction. The sessions are designed to bring the HR community together to share their knowledge with practical, hands-on topics.

Brunner: To be greeted by a warm, welcoming and supportive group of HR professionals who are eager to meet other like-minded professionals. We offer a fairly informal agenda. The members decided early on that we wanted the agenda to provide an opportunity for members to discuss current HR trends, information, best practices and/or HR challenges and opportunities.

Mitchell: During the first half of the roundtable a subject matter expert presents a hot topic in HR and provides key information and examples. The second half is discussion; those who have questions can ask them and everyone is encouraged to share their experiences and success stories regarding the topic. Conversation is lively and you always learn something new, regardless of how many years of experience you have.

What are some of the topics you have discussed this past year? What stands out as the most memorable?

Wagner: Skills-shortage, aging workforce, international hiring, labour relations, WorksafeBC – Bill 14.  I would say that for me the most memorable one was WorksafeBC – Bill 14. I found that I, like many others, was concerned what this can mean for an employer; however, after discussions and a closer look, I realized that there are safeguards in place.

Donley: Disability case management – union & non-union employers; on-boarding processes; job analysis and job descriptions; workplace health and wellness programs. They’ve all been great topics and I have really appreciated the attendance and participation of others, so it’s hard to pick just one favourite.

Mitchell: We have discussed bullying in the workplace, social media, workplace wellness, leadership and mentoring, severance packages and succession planning. Probably the most memorable was workplace wellness with Maryse Neilson. Workplace wellness is commonly overlooked but starting to become a higher priority. Maryse addressed all angles of wellness from mental to physical wellness and at all budget points. She really motivated everyone to act in their own work environment.

How are the topics chosen

Donley: I am always asking people for their ideas and requests for topics. Sometimes we will decide at the event what the next month’s topic will be. Otherwise, I plan the topics on a month to month basis.

Brunner: Members are asked to come prepared with a topic of interest that they would like to discuss or a challenge that they need help with. We start each session with introductions and then the floor is opened to members to start the discussion. Each person is encouraged to participate in the discussion.

Mitchell: They are chosen based on current legislation and events, HR in the news, and new projects happening at BC HRMA.  For example, Bill 14 prompted ‘Bullying in the Workplace’.

How does attending an HR roundtable provide opportunities for enriching professional development and knowledge within HR?

Wagner: Living in a remote area sometimes also means being a bit isolated. By connecting with others in the HR community one can build relationships and support and there is always something to learn!

Kelso: Learning practical knowledge at every session; having opportunities to facilitate sessions and learning subjects deeper through the process; discovering HR challenges in other organizations; building a network of HR colleagues in different organizations; building relationships that enable us to pick up the phone and call colleagues when we need answers to questions; discovering other learning resources – books, websites, organization, conferences, etc.

Obad: It’s about giving and receiving; those with the most knowledge and experience have the opportunity to share and those looking for answers most often find them or learn what questions to ask or how to begin learning more about the topic. There is also a great opportunity to network with others in your community.  At the end of the meeting, business cards are often exchanged and conversations continue.

If someone was thinking of starting a roundtable in their area, what are some tips you would provide?

Obad: Just do it!  Don’t wait for something magic to happen first; it will happen when you select a topic and invite your BC HRMA community to come.  Keep it simple and welcoming—and advertise. Use your network to encourage your colleagues to come and ask them to invite others.  It’s a great opportunity whether you’re new to the field or have been working for years.

Brunner: Gauge the interest. Poll the local HR community to determine the interest level. If there is enough interest for regular attendance, then approach BC HRMA for their support. Determine how many people registered are required in order to actually hold the meeting. We have a small group of dedicated members. Sometimes attendance numbers will fluctuate due to workplace demands and commitments however we have run our meetings with as few as three members attending. By not cancelling meetings our members still have the opportunity to meet and know that they can still attend if their plans change. Inevitably, we have a few folks register and/or drop in last minute.

Mitchell: Gather information on what you and your colleagues are most interested in and just start connecting with experts in that field.  Even though it is volunteer work for the presenter, it gives them an opportunity to showcase their knowledge. When people are passionate about what they do, they want to share it, so setting up a roundtable is not as hard as you would think. Having the roundtable in a central location and a convenient time is also key.

Learn. Share. Enjoy. The key is getting out there and participating. Be sure to check out your regional roundtables this fall. Please refer to BC HRMA’s online calendar for the dates and locations.