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  • 2021 Virtual IPMA-HR Annual Business Meeting

    Contains 1 Component(s) Includes a Live Web Event on 10/07/2021 at 11:00 AM (EDT)

    2021 Virtual IPMA-HR Annual Business Meeting


    IPMA-HR will review the year’s major accomplishments, including announcing the IPMA-HR awards and upcoming program initiatives for next year. IPMA-HR will also introduce the 2022 President, President-Elect, and Executive Council. There will be an opportunity for Q&A.

    Note: This event is only open to IPMA-HR National Members. 

  • Return of Veterans to the Workplace

    Contains 3 Component(s), Includes Credits Includes a Live Web Event on 10/06/2021 at 1:00 PM (EDT)

    Return of Veterans to the Workplace Webinar Presentation


    Carmen Gamble, IPMA-SCP

    Chief of Data, Insights and Analytics Division, Veterans Family and Community Engagement Directorate

    United States Department of Veterans Affairs

    Hiring military veterans will diversify your workforce and set your agency up for success by employing individuals with strong leadership and problem-solving skills who thrive in a team setting. On the other hand, veterans benefit from continuing to actively contribute to public service while serving as strong government employees. They also help build diverse and capable teams. Join IPMA-HR and Carmen Gamble, IPMA-SCP as she discusses veterans returning to the civilian workforce. Gamble will discuss its impact on public agencies, employee retention, and their communities.

    Carmen Gamble

    Chief of Data, Insights and Analytics Division, Veterans Family and Community Engagement Directorate

    United States Department of Veterans Affairs

    Carmen Gamble serves as the Chief of the Data, Insights and Analytics Division supporting the mission and goals of the Veterans, Family, and Community Engagement Directorate within the Department of Veterans Affairs. She transitioned from her previous assignment as a Management Analyst where she was assigned from May 2015 to May 2016 with the Office of the Secretary of Defense supporting the Office of the Deputy Chief Management Officer. As a Management Analyst, she provided advice on the continuous process improvement plan and managed studies that involved Business Modeling, Business Architecture, and Operation Standard approaches, and she orchestrated the award of grants for FY15 and FY16 to the Red Cross, United Service Organizations, and Fisher House.

    Carmen’s overseas work experience with the Department of Defense and Department of State was a culmination of consecutive deployments to Iraq and Afghanistan beginning in December 2008 through September 2014, supporting Operation Iraqi Freedom, Operation New Dawn, and Operation NATO Resolute Support. Carmen served as the Senior Advisor to the Ministry of Interior for the Administration Departments in both countries. She was responsible for the planning, development, and implementation of human resources information management systems to standardize the processes for long-term sustainability, strategic decision making, and improving the timeliness and accuracy of personnel management.

    Carmen retired from the U.S. Army after serving 24 years and having achieved the rank of Command Sergeant Major (CSM). CSM Retired Gamble held many leadership positions throughout her military career culminating with her serving as the senior enlisted advisor to commanders and staff for all issues. Her last military assignment was with the 828th Transportation Battalion where she had direct oversight of six down trace units located in six cities within three states of the Southeast region of the United States.

    Her awards and honors include the Joint Meritorious Civilian Service Award, Legion of Merit, and St. Louis City Resolution #226 (Awarded from the St. Louis City Alderpersons).

    2020 African American Federal Executive Association Fellow

    B.A. Human Resource Management, St. Leo University, St. Leo, FL
    M.A. Human Resource Development, Webster University, St. Louis, MO

    International Public Management Association-Senior Certified Professional (IPMA-SCP)

    Carmen is married to Lieutenant Colonel (Retired) Eddie L. Gamble, Jr, and together they have four grown children; Katherine, Eddie III, Nicholas, and Jordan.

  • Virtual Panel Discussion - Surviving Open Enrollment - A Public Sector HR Benefits Leader's Perspective

    Contains 3 Component(s), Includes Credits Includes a Live Web Event on 09/28/2021 at 1:00 PM (EDT)

    Virtual Panel Discussion - Surviving Open Enrollment - A Public Sector HR Benefits Leader's Perspective


    The Open Enrollment period presents an annual challenge for HR professionals. Now amidst a global pandemic, HR Professionals have had to pivot and implement new innovative ways of communicating their benefits packages. The right benefits package is so important in retaining your workforce. 

    Join IPMA-HR as we highlight Public Sector Benefit Leaders as they discuss their role and how they work through their annual open enrollment process, the impact of the COVID-19 pandemic on their benefits offerings, and share innovative ideas on how to communicate/educate their employees.

    Karen Bass (Moderator)

    Health Insurance Manager

    Montgomery County Government

    Karen Bass currently works as the Health Insurance Manager for Montgomery County Government in Montgomery County, Maryland.    She also serves as a member of the IPMA-HR Executive Council.

    Linda Forsberg

    North Carolina State Benefits Manager

    Office of State Human Resources NCFlex Program

    Linda Forsberg is the North Carolina State Benefits Manager for the Office of State Human Resources NCFlex program.  She administers the voluntary benefit plans and open enrollment for state agencies, universities, and select community colleges and charter schools, for 125,000 eligible employees.  Prior to working for the Office of State Human Resources, Linda worked for the North Carolina State Health Plan as a Program Manager.

    Linda has over 20 years of experience in the benefits arena including benefits administration, product development, compliance, and operations.  Linda earned an undergraduate degree from the Pennsylvania State University and an M.B.A in Health and Medical Services Administration from Widener University.

    Brian Haggerty

    Compensation and Benefits Officer

    Metro Wastewater Reclamation District, Denver, Colorado

    Brian Haggerty is the Benefits and Compensation Officer at Metro Wastewater Reclamation District in beautiful Denver, Colorado. He was worked in the public sector for over fifteen years and his specialties are data analytics, HR Change Management, and of course Compensation and Benefits. Brian also teaches at the University of Denver and the University of California Berkeley. Brian is a former president of the Colorado Chapter, the Western Region, and currently is a member of IPMA-HR’s Executive Council. 

    Jade Honga

    Human Resources Manager

    Mohave County, Arizona

    Jade Honga graduated from Arizona State University with a dual bachelor's in Sociology and Criminal Justice & Criminology in 2012. In 2017 she graduated from City University of Seattle with a Master of Business Administration and an Emphasis in Human Resources Management.

     Jade carries a Certification in Public Management from Arizona State University and IPMA-SCP from International Public Management Association for Human Resources. Jade has worked in various Human Resource roles starting in 2014 as an Employee Relations Specialist, Training and Development Senior Specialist, Human Resources Director, and is now a Human Resource Manager with Mohave County.

  • Webinar: Managing Policy: Creating a Culture of Respect

    Contains 3 Component(s), Includes Credits Recorded On: 09/15/2021

    With the country’s polarization seeping into the workplace, HR faces enormous challenges. While diversity of thought ignites new ideas, creates solutions to problems while increasing the success of organizations, when differences of opinions are touted as absolutes, alienation occurs, relationships are strained, and cultures become unsafe. While it is not the role of HR or organizations to legislate what people think, they are responsible to ensure that policies are created that honor differences. To ensure accountability, employees need to know how to respectfully interact with others at the inevitable times when opinions differ, when values clash, and when relationships are at risk. Learn how to secure employee buy-in to uphold policies. Equip people with the skills needed to respectfully speak up when disrespectful behaviors breach policies so that positive workplace culture is established.


    An organization’s culture is best described and measured by the way employees interact and communicate with each other. To create a culture of respect, organizations need to do more than create policies, they need to secure employee buy-in to demonstrate behaviors that uphold policies. Employees need to take personal accountability for their actions, in addition to, holding accountability conversations with coworkers when their actions breach policies and cross the line from respect to disrespect.


    When people are trained to hold accountability conversations, they respectfully and confidently speak up at times when differences of opinions are touted as absolutes, when values and personalities clash, and when challenging behaviors negatively impact others and strain working relationships.


    Learn how to secure employee buy-in policies and expected behaviors. Establish and maintain a positive workplace culture by training people to respectfully speak up when the actions of others breach policies and erode working relationships.

    In this training you will:

    • Effectively address behaviors that strain working relationships and erode the culture
    • Increase accountability and ownership
    • De-escalate conflict and create safety at times when opinions differ
    • Build more positive and productive working relationships

    Create a workplace culture in which teams love to work.

    Lorie Reichel-Howe

    Founder, Conversations in the Workplace

    Lorie Reichel-Howe is the founder of Conversations in the Workplace. She equips managers, teams, and business professionals to have “Safe Conversations” – transformative dialogue that uncovers hidden workplace issues. Whether addressing challenging team dynamics, cultural insensitivity, mismanaged expectations, or good old-fashioned bad behavior, “Safe Conversations” foster greater innovation, inclusion, and collaboration within organizations.

    With over 20 years of experience in communications and relationship management, training, and development, Lorie is passionate about supporting organizations in creating a culture where people love where they work and love the people they work with.

    Lorie is a professional mediator and conflict coach. She has supported organizations such as Pinterest, SHRM, PIHRA, Women in Technology International, County of Los Angeles Women’s Leadership Conference, Girl Scouts of Greater Los Angeles, Santa Clara Superior Court, Rimini Street Incorporation, San Jose State University, and Santa Clara County Office of Education.

    Learn more about Lorie’s impact at

  • Virtual Panel Discussion - Developing a Mentorship Program - A Case Study with the City of McAllen, Texas

    Contains 3 Component(s), Includes Credits Recorded On: 08/26/2021

    Virtual Panel Discussion - Developing a Mentorship Program - A Case Study with the City of McAllen, Texas


    For employers, mentoring programs can bring the benefits of increased employee retention and satisfaction in their daily work driving meaningful learning and development for the mentees and mentors. Once potential leaders are identified, they need to be nurtured. This includes formal and informal mentoring and coaching. Mentorship programs provide the opportunity for employees to develop in their career, leadership, and diversity of skills to succeed in a dynamic workplace. Join IPMA-HR as we highlight the City of McAllen and the development of its mentorship program. Learn about the mentorship program experience, key steps to piloting, marketing, and implementing their program, and challenges and successes along the way.

    Demetrius Parker (Moderator)

    Talent Management Manager

    Jefferson County Colorado Human Resources

    Demetrius Parker is the current IPMA-HR Colorado President and is a huge advocate of IPMA HR. Demetrius AKA “D” is repeatedly sought after to speak, facilitate, and or moderate conversations and training in the areas of organizational development, Trust, self-awareness, intentional culture building, and leadership just to name a few. 

    With over 30 years of leadership experience, he operates as a transformative disruptor/change agent, that enjoys playing a variety of roles and is a wiz at navigating systems within systems. “D”, is also known for his invaluable ability to be able to connect across lines and influencing others. He has a love for fashion and helping others grow is his passion. His leadership philosophy is “Dream Big. Live Large, Stay Humble & Kind” and his guiding principles are Candor, Humility, Equity, & Effectiveness, otherwise known as CHEE.  

    Elvira Alonzo

    Public Works Director

    City of McAllen, Texas

    Elvira Alonzo has over 37 years of public service experience with the City of McAllen. She has served as Director of Public Works for the City of McAllen for five years and manages 277 employees within 14 departments in Public Works including an operating budget of over $40 million.

    Elvira graduated from South Texas College with a Bachelor of Applied Technology in Technology Management and is a Certified Public Manager by the State of Texas.

    She currently serves as a board member for the United Way of South Texas and the Texas Solid Waste Association of North America (TXSWANA) and has served in multiple community organizations over the years. 

    In 2015, she received the National Professional Manager of the Year from the American Public Works Association and most recently has served as a mentor in the City of McAllen’s Mentoring program the last two years.

    Christina Flores

    Human Resources Director

    City of McAllen, Texas

    Christina Flores, a native of the Rio Grande Valley, has 10 years of experience in the field of human resources with a broad range of expertise including safety & risk management; worker’s compensation; employee benefits, and civil service.

    She has served as Director of Human Resources for the City of McAllen for five years.  In her time as Director, she has led the launch of a City-wide mentoring program and has been one of the key organizers of an Annual International Women’s Day Symposium.  She is the newly elected chairperson for the Rio Grande Valley Human Resources Consortium, serves as a board member of both the IPMA-HR Texas Chapter and the Texas Public Employers Labor Relations Association. 

    Christina graduated from Southern Methodist University with a Bachelor in Business Administration and a Bachelor in Psychology.  She also holds a Master’s Degree in Business Administration from the University of Phoenix.  

    Ysabella Ortegon

    HR Generalist, Human Resources

    City of McAllen, Texas

    Ysabella Ortegon, born and raised in McAllen Texas, is experienced in organizational communication, recruiting, and team development, and is passionate about public service and servant leadership.

    Upon graduating from Oral Roberts University with a Bachelor’s degree in Communications, she served as a Human Resources Recruiter for the City of McAllen for two years and was promoted to the role of HR Generalist.

    In her time with the City of McAllen, Ysabella has facilitated City-wide tours for new and existing employees, created monthly content for Employee Newsletters, and was a member of the Alpha class of the City of McAllen’s Mentoring Program. 

    Roel "Roy" Rodriguez

    City Manager

    City of McAllen, Texas

    Roy Rodriguez has over 30 years of public service experience. Has served as City Manager for the City of McAllen since March of 2014 and was previously General Manager of the McAllen Public Utility and Assistant City Manager.

    Mr. Rodriguez previously worked as a City Engineer, Assistant City Manager, and City Manager for the City of Harlingen, Texas. He has also served as City Engineer in Weslaco, Jefferson County Engineer, and as Area Engineer in Oklahoma.

    Mr. Rodriguez holds a Bachelor of Science in Civil Engineering from Texas A & I University and a Master of Public Administration from the University of Texas-Pan American.

  • Virtual Panel Discussion: Returning to the Physical Workplace - A Public Sector HR Perspective

    Contains 3 Component(s), Includes Credits Recorded On: 08/11/2021

    Virtual Panel Discussion: Returning to the Physical Workplace - A Public Sector HR Perspective


    Join IPMA-HR for our next virtual panel discussion, “Return to the Physical Workplace – A Public Sector HR Perspective. 

    Government agencies are in differing stages of returning to the traditional workplaceHR professionals have been tasked to draft return-to-work policies and plans with a focus on a strategy addressing employee safety, skill development, cultural transformation, and new models of workAccording to a recent study conducted by IPMA-HR, Workforce Recovery:  A Year Later study64% of respondents said their employees are back onsite and 42% reported having a Reentry Plan to return employees to the physical workspace. 

    Inspired by a discussion on IPMA-HR's Engage community platform, we will bring together representatives from various sized agencies to share their return-to-work strategy.  Panelists will discuss their agency's transition back and/or their plans to bring back their staff to the traditional workplace. 

    Janet Newport (Moderator)

    Human Resources Manager

    Tualatin Valley Fire & Rescue

    Janet Newport, IPMA-SCP, is currently a Human Resources Manager with Tualatin Valley Fire & Rescue, the second-largest fire department in the State of Oregon. Janet has over 20 years of Human Resources management experience with 17 years serving in the public sector in Oregon. Janet has been a member of IPMA-HR and an Oregon Chapter member since 2009. Janet has humbly and proudly served as both president of the Oregon Chapter and the Western Region. 

    Shontell Jordan

    Training Officer II, Office of Talent Management & Training

    State of Tennessee, Department of Finance & Administration

    Shontell Jordan is a Nashville, Tennessee Native, who on July 3, 2021, marked 15 years in service to the State of Tennessee, currently working in Talent Management & Training, for the Department of Finance & Administration.

    A definite passion for service has directed her education and work toward a consistent emphasis on technology, human relations management, and conflict resolution. Self-identifying as a Human Relations Practitioner, Shontell enjoys partnering with others to help them reach their goals.  Shontell holds an A.A.S in Computer Technology from Nashville State Community College, B.A. in Management and Human Relations, and an M.S. in Management from Trevecca Nazarene University, an M.A. in Conflict Resolution from Bethel University.  Shontell is an IPMA-HR Senior Certified Professional (IPMA-SCP) and she is Rule 31 trained and a listed mediator with the TN Supreme Court.

    She admits that the most challenging and rewarding job, she’s ever had is being a mom and #1 supporter of her daughter, Shon, and son, Jay, and supporting their dreams.

    Philip Kelly

    Coastal Program Administrative Officer

    New York State Department of State, Office of Planning, Development and Community Infrastructure (OPD &CI)

    Philip Kelly is the Coastal Program Administrative Manager at the New York State Department of State, and functions as the administrative officer for the Office of Planning, Development & Community Infrastructure (OPD&CI).  Phil has 20+ years working in various HR leadership positions in New York State.   Phil is a long-term member of the International Public Management Association for Human Resources (IPMA-HR) and was President (twice!) of the Albany-Capital Region Chapter.  He is the 2012 recipient of the HR Supervisor/Manager of the Year award from the Eastern Region of IPMA-HR.  He is also a Past Chair of the NYS Personnel Council.  Phil holds a master’s degree in Public Administration from the University at Albany (Rockefeller College) and an Advanced Strategic Human Resources Management certificate from Cornell University and the Rockefeller College.  A Senior Certified Professional (SCP), Phil is an Alumnus of the 2008-2009 G.O.E.R. Leadership Classroom and a Fellow of the New York State Academy for Public Administration.

    Melissa Knight

    Director of Human Resources

    Pitkin County, Colorado

    Melissa Knight is the Director of Human Resources for Pitkin County located in Aspen, Colorado. As the Director, Melissa oversees all HR and Risk Management functions and her motto for 2021 is "simple and modern". Melissa has had a rewarding career in HR working in mostly generalist capacities and then leading teams in the private sector. She made the jump to the public sector in 2016 and absolutely loves it. She lives in Basalt with her husband and son and they enjoy the amenities of living in the Rocky Mountains on her time off.

    Michael Rossman

    Chief Human Resources Officer

    Hennepin County, Minnesota

    Mr. Rossman is Hennepin County’s Chief Human Resources Officer and sits on the executive team for the organization.  He has been with Hennepin County for over 29 years serving in many capacities, most notably in his current Human Resources leadership role as well as the previous administrator for the nationally recognized regional medical examiner’s office owned and operated by Hennepin County.  Through a strong desire to serve the public and the support of managers who looked for potential and understood the value of mentoring, he progressively worked his way up into supervisory and senior leadership positions across the organization.  With this drive for excellence, Mr. Rossman is leading innovative workplace practices at Hennepin County to build a talented, diverse, and sustainable workforce of the future.

  • Virtual Panel Discussion- Public Sector Financial Wellness Programs in Action

    Contains 3 Component(s), Includes Credits Recorded On: 07/15/2021

    Virtual Panel Discussion- Public Sector Financial Wellness Programs in Action


    Financial security is a key motivator in the workplace. Building an integrated financial wellness program provides employees with the resources to make important and personal financial decisions with confidence. This can have a significant impact on employee morale, productivity, and retention.

    Join IPMA-HR as we highlight what three agencies learned after being awarded grants as part of a collaboration between the Center for MissionSquare Research Institute (formerly SLGE), the International Public Management Association for Human Resources (IPMA-HR), the National Association of State Treasurers' Foundation (NASTF), and Wells Fargo Financial Wellness Grant Program. According to MissionSquare Research Institute (formerly SLGE), MissionSquare Research Institute's survey on Finances and Employment Outlook due to COVID-19, 56 percent of respondents report that they and their families have been negatively impacted financially by the COVID-19 pandemic.

    Speakers from each agency will share what they learned under this grant program. They will discuss how the grant has helped start, grow, and enhance their employee financial wellness programs, and share the successes and challenges they have encountered.

    Join us and benefit from their experiences and leverage what they have learned into your own programs.

    Your Speakers:

    • Tamara Dixon (Moderator) - Human Resources Director/Chief Diversity Officer,  City of Northglenn, Colorado


    • Tiara Cooper - Employee Benefits Coordinator, Milwaukee County Transit System, Milwaukee, Wisconsin
    • Lee Knottnerus - Deputy City Manager, City of Ridgefield, Washington
    • Kelley Smith - Human Resources Administrator, Wellness Works! Program Administrator, City of Cleveland Department of Human Resources


    Tamara Dixon (Moderator)

    Human Resources Director/Chief Diversity Officer

    City of Northglenn, Colorado

    Tamara Dixon is currently the Human Resources Director and Chief Diversity Officer for the City of Northglenn, in Northglenn Colorado. She has worked in the private and public sectors for Parson Consulting, City and County of Denver, City of Lone Tree, City of Wheat Ridge, and the Town of Parker, and as an adjunct professor for the University of Colorado at Denver. Ms. Dixon has spent her 20-year career being a customer service practitioner, adept trainer, organizational development expert, and human resources specialist.  Her areas of expertise include diversity, equity and inclusion, culture change initiatives, performance management, leadership training, strategic planning, and retreat facilitation.

    Tamara holds her Bachelor’s degree in Political Science (BS) from Tuskegee University, Master’s Degree in Public Administration (MPA) from Auburn University (WAR EAGLE!), and Senior Certified Professional designation from both the International Public Management Association for Human Resources (IPMA-SCP) and the Society for Human Resources Management (SHRM-SCP). She is past-President of the Western Region IPMA-HR and is the current elected Western Region representative on the IPMA-HR Executive Council.


    HR is her passion and raising 11-year-old Sydney Olivia is her joy!

    Tiara Cooper

    Employee Benefits Coordinator

    Milwaukee County Transit System, Milwaukee, Wisconsin

    Idea woman, family-oriented, and creative, Tiara Cooper is the Employee Benefits Coordinator at Milwaukee County Transit System in Milwaukee, Wisconsin. Tiara holds a bachelor’s degree in Hospitality Management from the illustrious Tuskegee University located in Tuskegee, Alabama. Her talents started while managing restaurants and bloomed a bit more while enrolled at Concordia University to obtain her master’s degree in Human Resource Management. Tiara’s favorite quote is:

    I think that my job is to observe people and the world, and not to judge them. I always hope to position myself away from so-called conclusions. I would like to leave everything wide open to all the possibilities in the world.” ― Haruki Murakami

    Lee Knottnerus

    Deputy City Manager

    City of Ridgefield, Washington

    Lee is currently the Deputy City Manager for the City of Ridgefield, Washington. As the director of the Administrative Services Department, her work includes human resources, labor relations, and wellness.  She has worked as a Human Resource Director in a public sector environment (14 years).   She also has practiced as an attorney in a private law firm representing public and private employers in employment and labor law-related matters (10 years). Lee holds a Bachelor of Science in Sociology and Political Science from the University of Utah and a Juris Doctorate from the University of Oregon.

    Kelley Smith

    Human Resources Administrator, Wellness Works! Program Administrator

    City of Cleveland Department of Human Resources

    Kelley J. Smith currently serves as the City of Cleveland’s Wellness Works! Program Administrator in the Department of Human Resources.  In this role, she researches, creates, and implements well-being-related programming and activities for City employees and their families.   Kelley serves as a champion for the City’s employees, as she is the primary person in direct contact with them about the Wellness Works / Wealth Work$ program.  She and her assistant look for ways to encourage employees to take on a healthier lifestyle by incorporating the five dimensions of well-being adopted by the City of Cleveland. These five dimensions are physical, mental, environmental, occupational, and Financial. 

     Kelley is a key team member of the City’s HR Department.  She works with different community partners to bring resources to city employees, helping them to connect with healthcare agencies, fairs, mental health centers, financial institutions, community runs, and an array of other activities.  Kelley has been an employee with the City of Cleveland for almost 25 years, serving in various roles.  

  • Virtual Panel Discussion - Putting Strategy to Work - Defining the HR Business Partner Role

    Contains 3 Component(s), Includes Credits Recorded On: 06/17/2021

    Virtual Panel Discussion - Putting Strategy to Work - Defining the HR Business Partner Role


    Join IPMA-HR on Thursday, June 17th at 1 pm EDT for its next virtual panel discussion.

    This presentation will bring together four HR professionals with extensive experience and knowledge as HR Business Partners in public sector agencies. They will discuss their experiences aligning HR initiatives to the organization's mission and service deliverables.

    HR Business Partners are expected to see the big picture and understand how HR components work together to achieve organizational outcomes.

    This knowledge can allow HR leaders to make strategic contributions at the executive level. Also, the business partner role advances the function of HR departments from transactional to transformational.

    The upheaval experienced in government agencies over the past year, due to the pandemic, has led many to rethink their goals and operations in HR. Join us for this exciting and informative panel discussion on the role of HR Business Partners!

    Session Panelists:

    Omar Reid - Moderator - Senior Vice President, Human Resources, Harris Health System, Houston, Texas

    Jeff Coulam - Senior HR Business Partner and Training Manager, Carson City, Nevada

    Myisha Dixon-Henry - Director of Human Resources, City of Baltimore Mayor’s Office of Employment Development, Baltimore, MD

    Brandi Leos - Senior HR Business Partner, City of Tigard, Oregon

    Omar Reid (Moderator)

    Senior Vice President Human Resources

    Harris Health System, Houston, Texas

    Jeff Coulam

    Senior HR Business Partner and Training Manager

    Pooling Resources, Inc.

    Myisha Dixon-Henry

    Director of Human Resources

    City of Baltimore, Mayor’s Office of Employment Development, Baltimore, MD

    Brandi Leos

    Senior HR Business Partner at City of Tigard

    City of Tigard, Oregon

  • Webinar: Improving Organizational Performance: Develop Your People!

    Contains 3 Component(s), Includes Credits Recorded On: 05/19/2021

    ​The performance of an organization depends on its human resources. Whether you are a new leader or you have been in the organization for a while, take some time without any preconceived notions to really listen to your team. You can then take the time needed to determine whether there are training needs. People show up to work every day wanting to do a good job. Let’s give them the necessary tools to help improve organizational performance!


    Session Description

    The performance of an organization depends on its human resources. Whether you are a new leader or you have been in the organization for a while, take some time without any preconceived notions to really listen to your team.  You can then take the time needed to determine whether there are training needs. People show up to work every day wanting to do a good job.  Let’s give them the necessary tools to help improve organizational performance!

    Lori Thompson

    Deputy Chief Talent Officer

    United States Food and Drug Administration, Office of Talent Solutions

    Ms. Lori Thompson serves as the Deputy Chief Talent Officer for the Food and Drug Administration, Office of Talent Solutions.  Lori has more than 32 years of HR technical expertise and is a recognized transformational leader with years of leadership experience engaging and mobilizing people to develop innovative solutions for HR challenges. Restored FDA’s external hiring authority with the Office of Personnel Management and confidence from FDA senior leadership; demonstrated success leading HR for 18,000+ employee government Agency with a global footprint; and trusted advisor to key stakeholders, C-level executives and administration leaders to provide expert advice on HR programs, analytics, and innovative trends.

  • Mental Health in the Workplace Panel Discussion

    Contains 3 Component(s), Includes Credits Recorded On: 04/28/2021

    Mental Health in the Workplace Panel Discussion


    Stress levels due to COVID-19 pandemic have skyrocketed, leading to a national mental health crisis. One in five people will experience a mental health issue each year. For the public sector, that means over 4.5 million employees will be affected this year (CDC and US Bureau of Labor Statistics).

    As employees adapt to new ways of working, organizations must also adapt to the current needs of their workforce. Not doing so, agencies risk having highly stressed employees, potentially leading to lower job performance, productivity, engagement, communication, and daily functioning. 

    Join a panel of experts composed of public sector HR practitioners and mental health professionals in a discussion on Mental Health in the Workplace. Learn strategies and tools to identify needs, reduce stigma, increase communication, and bridge the gap between employees and the resources available to them. Research from the IPMA-HR Mental Health & Public Sector HR Survey will be shared as part of the conversation. Register today and join us for this important panel discussion! 

    Your Speakers Include:

    Robert Neiuber, Director of Human Resources, City of City of Rancho Cucamonga, CA,  Moderator 


    Jill Hamilton, HealthWorks Manager, Hennepin County, Minnesota

    Debra Lerner, Ph.D, Associate Director of Organizational Impact, Tufts Clinical and Translational Science Institute

    Nance Lee Mosquera, Benefits Manager, City of Saint Paul, Minnesota

    William McPeck, Consultant, Trainer and Coach- Employee Health Management and Employee well-being

    Robert Neiuber (Moderator)

    Director of Human Resources

    City of Rancho Cucamonga, CA

    Robert has enjoyed over thirty-years of local government experience in the fields of Human Resources, Risk Management, Community Development, Economic Development, Redevelopment and Administration. He has had the honor of serving some great communities, currently the world-class community of Rancho Cucamonga. As the City’s Human Resources Director, he feel it is his role to develop and maintain a high-quality workforce that encourages and supports employee engagement through a culture of continuous learning, diversity, equity, inclusion, innovation, collaboration and excellence. He enjoys being able to work with and support the dedicated, hardworking, knowledgeable, and fun employees who make up Team RC. He is a Certified Executive and Senior Professional by IPMA-HR; a certified Senior Professional by the SHRM; a Certified Labor Relations Master by the CALPELRA; a Certified Labor Relations Professional by the NPELRA; and a certified League Cycling Instructor by the League of American Bicyclists.


    Jill Hamilton

    HealthWorks Manager

    Hennepin County, Minnesota

    Jill Hamilton has led a nationally recognized employee health and wellness program for Hennepin County for over a decade.  Hennepin County, the largest county in Minnesota, has more than 9000 employees working in diverse environments, from service workers, to professionals; from snowplow operators to prison guards.  Jill brings a hands-on approach to addressing wellbeing of the individual that begins with the workplace environment and extends to personal behaviors, creating opportunities and incentives for a happier and healthier workforce.  Jill earned her M.Ed. in Health Promotions and Exercise Physiology from the University of Cincinnati

    Debra Lerner, Ph.D

    Associate Director of Organizational Impact

    Tufts Clinical and Translational Science Institute, Boston, Massachusetts

    Dr. Debra Lerner is Associate Director of Organizational Impact for the Tufts Clinical and Translational Science Institute, Director and founder of the Program on Health, Work and Productivity, Tufts Medical Center and Professor in the Departments of Medicine and Psychiatry of Tufts School of Medicine and Tufts Graduate School of Biomedical Science. She has dedicated her career to reducing the human and economic burden of illness and disability, and translating research results into evidence-based workplace policies and practices that enable all adults to remain productive throughout their lives. She is a national thought leader on health and work productivity improvement as well as workplace mental health. Her major accomplishments include developing both a cost-effective program to improve the functional performance and mental health of employees with depression and the well-known Work Limitations Questionnaire, which is used worldwide. She is currently engaged in several innovative projects aimed at improving policies and programs to support family caregivers.

    Dr. Lerner has authored over 80 refereed publications, has been the recipient of numerous research grants and contracts, and received the prestigious Mark Dundon Research Award from the Health Enhancement Research Organization (HERO) and President’s Award from the Institute of Health and Productivity Management (IHPM). She has consulted on employee health and productivity improvement for many organizations including the US Veterans Benefits Administration, Social Security Administration Disability Programs, the Assistant Secretary’s Office for Planning and Evaluation within the Department of Health and Human Services, One Mind, the World Economic Forum, and many private-sector health insurers and employers and government agencies.



    William McPeck

    Consultant, Trainer and Coach- Employee Health Management and Employee Well-being

    Independent Consultant, Saint Albans, Maine

    Bill McPeck earned a Master’s degree in social work specializing in Employee Assistance Programs (EAP) and the treatment of substance abuse disorders. Bill was a licensed social worker for 42 years, with a 35 year career in Maine State Government. He spent the last 15 years of his career as Director of Employee Health and Safety. As director, Bill led the state’s initiatives in employee safety, health/wellness, EAP and employee drug and alcohol testing.

    Since retiring, Bill has focused his efforts on writing, the application of workplace related research and working with small employers with generally less than 50 employees. Today, Bill considers himself to be a thought leader as an employee wellbeing and sustainable workplace architect. For the past couple of years, Bill has focused his efforts primarily on employee and workplace mental health. Bill views mental health broadly. Bill considers mental health to include not only mental illness (clinical), but also mental distress (sub-clinical) and mental wellness.

    In addition to his MSW degree, Bill holds national certifications as a Work-Life Professional, as a Worksite Wellness Program Consultant and in the specialty area of organization culture.

    Nance Lee Mosquera

    Benefits Manager

    City of Saint Paul, Minnesota

    As the employee benefits manager for the City of Saint Paul, Nance Lee is responsible for delivering quality benefit plans that attract and retain great employees in the most cost effective manner possible. Part of this role is vendor management - ensuring the City partners with quality service providers at competitive prices. Additionally, she focuses on ensuring compliance with federal, state and local laws as well as bargaining contracts. Nance Lee branded and manages a City wellness program which incents employees to make healthy choices and improve their lives.

    Prior to joining the City, Nance Lee spent nearly 25 years in the private sector, with deep experience in the health insurance industry.