About SHRM's Executive Network, HR People + Strategy

About SHRM's Executive Network, HR People + Strategy

Testing Deckhead

December 15, 2019
SHRM's Executive Network, HR People + Strategy is the premier network of executives and thought leaders in the field of human resources. As SHRM’s Executive Network, HR People + Strategy provides members access to forward-thinking exchanges, research and publications, and executive-level networking opportunities.

Chartered in 1977 as the Human Resource Planning Society, the founders rallied around their desire for an association that would bring people together who were interested in advancing the science and art of human resource management. They were —as they are today — HR professionals, leading academics and trusted advisers. The implied goal was to help people acquire the knowledge and credibility required to play a key role in the design and execution of organizational strategy.

From the start, the organization was known for attracting top talent to its conferences and executive leadership programs. The combination of thought-provoking speakers and educators, coupled with practical lessons from HR executives and experienced consultants, differentiated the society. Various forums provided opportunities for small group discussions and debates on areas of critical interest to the profession. At these events, and within the HRPS sponsored blogs and discussion groups, all views are welcome. Unlike other professional associations, SHRM's Executive Network, HR People + Strategy has never taken a public stand on any political agenda or piece of legislation. This allows for a diversity of opinion and a level of civility that is refreshing.


A world of work where people and businesses thrive.


Lead the HR Profession by creating a community that facilitates the dialogue between thought leaders and executive practitioners, creating solutions to drive success for people and organizations.


As the professional home for strategic HR executives, we bring together business practitioners, academics and consultants to advance our members, organizations and profession by sharing knowledge, experiences and new ideas.

Knowledge Areas

The following knowledge areas are those that SHRM's Executive Network, HR People + Strategy believes are the most critical and strategic to HR management and best practices. These four areas drive the content and outcomes of all our programs and publications. 

HR Strategy
Enhancing the impact of HR's organizational role and the HR profession:

  • Aligning business and HR strategy to maximize impact
  • Contributing to corporate governance and decision making
  • Creating purpose and meaning at work as a differentiator
  • Leveraging technology to improve productivity and enhance the employee experience
  • Leveraging human capital analytics to forecast trends and drive decision making

Leadership Development
Impacting leadership skills and attitudes individually and collectively:

  • Acquiring, motivating and developing leaders
  • Planning for leadership succession
  • Providing effective organizational leadership 
  • Inspiring collaboration for greater collective influence
  • Driving a culture of excellence

Organizational Effectiveness 
Strengthening the organization's effectiveness in achieving its intended outcomes:

  • Leading culture and organizational change
  • Optimizing organizational design and networks
  • Developing and managing intellectual capital
  • Ensuring organizational learning, agility, and transformation
  • Valuing diversity and inclusion

Talent Management
Securing diverse talent to meet the organization's future needs at all levels:

  • Acquiring talent for competitive advantage
  • Developing retention strategies
  • Driving engagement
  • Fostering development
  • Leveraging the talent of employees and the contingent workforce


Bylaws are the rules that govern the internal management of the organization. They cover topics such as how the directors are elected, how meetings of directors are conducted, what officers the organization will have and what duties the officers will perform. As the organization grows and matures, board members will review and revise bylaws as needed. Download here.

Annual Report

Annual Reports are available upon request via email after March of each year. To request a copy, please e-mail info@hrps.org.

Board of Directors

The organization is governed by a Board of Directors comprised of global thought leaders and senior HR executives who volunteer significant time to oversee the alignment of activities with the stated Vision, Mission, and Strategy. Officers are elected by the members. The Executive Committee of the Board — composed of Officers, Board members and the SHRM President and CEO — is responsible for providing and guiding the strategic direction of the organization.

Executive Committee

Neiman Marcus

         Simon​                                Simon King
Past Chair
Daiichi-Sankyo, Inc.

                         Mirco Gros
                   Contact by Email

Tracy Layney
Levi Strauss & Co.
Contact by Email



Michael Fraccaro
Chief Human Resources Officer
Contact by Email


Aadesh Goyal
Chief Human Resources Officer
Tata Communications
Contact by Email


Kim McEachron
Chief People Officer
Genomic Health, Inc.
Contact by Email

Michelle    Michelle Nettles

Chief People & Culture Officer
Contact by Email 


Johnny C. Taylor Jr.
President & CEO
Contact by Email

May  May O'Neal

Chief People Officer
Varo Money
          Contact by Email                         



Scott Washburn
Vice President, Human Resources
Tree Top Inc.
Contact by Email

Scott   Scott Snell

Professor & E. Thayer Bigelow Research Chair, Business Administration
Darden Graduate School of Business, University of Virginia
Contact by Email

Advisory Council

The Advisory Council serves in an advisory capacity to the leadership team on the issues facing today’s business leaders. The Advisory Council provides expertise and insight and advises the organization on programming and content.



Kathleen Ross

Chief Administrative Officer
U.S. Institute of Peace

Advisory Council

Michael Arena, PhD 
VP Talent & Development
Amazon Web Services
Michael N. Bazigos, PhD 
Managing Director 
Global Leader, Organizational Analytics
Dean Carter 
Vice President of Human Resources & Shared Services

Mark G
Mark Green 
Chief People Officer


Linda Hill
Jim A. Scarfone
Managing Director, CHRO
MidOcean Partners

Operating Committees

SHRM's Executive Network, HR People + Strategy is a volunteer-driven organization. Our many operating committees comprise HR professionals who have passion and expertise in their respective areas. All members are encouraged to participate in committees. Click here if you'd like to volunteer for a committee.

A very special thank you to all of the organization's volunteers.

Committee Chair(s)


WorkVision 2020
Amy Barry & Karen Stevens
Program design of WorkVision 2020.

Program design of the Visionaries 2020.

Editorial Board
David Reimer

Directs the development and production of the organization's quarterly and special publications.

Our Team

The Leadership Team works closely with the Board of Directors to serve our membership and ensure excellent organizational performance. The team is made up of the organization’s Executive Director and division support staff, who each lead a major functional area supporting the organization.


Lisa Connell - Executive Director 



Markita Davis - Executive Assistant



Programs and Special Initiatives

Triscia McGuinness - Director, Programs



Pilar Veizaga - Specialist, Programs



Maggie Kelly - Director, Special Initiatives



Communications, Marketing and Membership 

Lina Perez - Manager, Marketing and Membership 



Brittani Osborne- Specialist, Marketing and Membership



Stacy Swanson - Manager, Member Engagement 



Deborah Stadtler - Managing Editor



Casey Kooistra - Specialist, Member Engagement 



Get Involved

Take an active role in shaping the HR profession!

Use your expertise and experience to help guide the programs and services that the organization offers while making valuable connections with other members. Volunteer opportunities are available to serve on the following committees:

  • WorkVision 2020
  • 2020 Strategic HR Forum
Volunteers should be current members with relevant experience and the ability to actively participate in committee meetings by phone.

For your time and talents given to the organization, what will you receive in return?

  • A lifetime's worth of personal contacts with top HR management executives
  • Ability to share your expertise with other professionals
  • Gain additional knowledge or skills about an unfamiliar area
  • Become more valuable to your organization by gaining new skills and best practices
  • Enhance your leadership abilities through consensus building and persuasion

Get Involved Now

2020 Partners





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Press Center

SHRM's Executive Network, HR People + Strategy and Willis Towers Watson announce new research initiative to study the rapidly changing role of HR executives 

ARLINGTON, VA, February 13, 2019 — HR People + Strategy (HRPS), SHRM's network for executives and thought leaders in human resources, and Willis Towers Watson (NASDAQ: WLTW), a leading global advisory, broking and solutions company, announced today a new research initiative to examine the shaping of tomorrow's HR executives.

The research, designed to explore accelerating the growth and development of the HR executive of the future, will be based on in-depth, one-on-one interviews with dozens of chief human resource officers (CHRO), chief executive officers, corporate board members, C-suite executives, academics and regional think tanks with CHROs, along with a pulse survey of HR executives across all industries. A comprehensive report on the findings is expected in the fall.

The research will look at critical issues regarding the future of the HR executive, including: 

  • How do Fortune 500 and mid-market organizations, small businesses and start-ups position their talent and culture to transform and grow in an accelerating digital world?
  • What does this mean to the future of the HR executive and the experiences, knowledge, skills and behaviors required to drive business strategy and growth?
  • How does HR become the hub of a larger ecosystem for work?
  • What are the game-changing issues that HR executives face while managing the many challenges associated with the future of work?

"Given the rapid pace of technology adoption and democratization of work, the role of the CHRO and HR is undergoing transformative change," said Simon King, chairman of the HRPS board of directors. "We look forward to sharing the outcomes of this ambitious study to help accelerate and develop the next generation of HR executives to thrive in this environment."

For more information about the research, please contact Maggie Kelly at maggie.kelly@hrps.org or Cory Bronson at cory.bronson@willistowerswatson.com.

About HR People + Strategy

HR People + Strategy is the premier network of executives and thought leaders in the field of human resources. As SHRM's Executive Network, HR People + Strategy provides members access to forward-thinking exchanges, research and publications and executive-level networking opportunities. For more information, visit www.hrps.org

About Willis Towers Watson

Willis Towers Watson (NASDAQ: WLTW) is a leading global advisory, broking and solutions company that helps clients around the world turn risk into a path for growth. With roots dating to 1828, Willis Towers Watson has over 40,000 employees serving more than 140 countries. We design and deliver solutions that manage risk, optimize benefits, cultivate talent, and expand the power of capital to protect and strengthen institutions and individuals. Our unique perspective allows us to see the critical intersections between talent, assets and ideas — the dynamic formula that drives business performance. Together, we unlock potential. Learn more at willistowerswatson.com.

Media contact: Ed Emerman: +1 609 275 5162 and eemerman@eaglepr.com or Cooper Nye of SHRM Media Relations: +1 703 535 6447 and Cooper.Nye@shrm.org. 

SHRM's Executive Network, HR People + Strategy Announces New Research Initiative to Explore ‘The New Workforce’ and the Role of Contingent Employees

ALEXANDRIA, VA, December 3, 2018 — HR People + Strategy (HRPS), SHRM’s network for executives and thought leaders in human resources, announced today a new research initiative, “The New Workforce,” designed to explore the role of contingent workers in business today. The research, conducted by Josh Bersin, a research advisor to HRPS, will be based on a survey of HR executives across all industries, as well as in-depth, one-on-one interviews.  

The resulting report, expected in early 2019, will be available to all survey participants and HRPS members.  Topics covered include:

• Business drivers for hiring of contingent workers,
• The benefits and challenges of a contingent workforce,
• Processes for hiring, onboarding, training, and ongoing management, 
• How contingent workers are screened and evaluated, 
• Practices for integrating contingent workers with full-time workers, and
• Leadership training to fully optimize the skills and talents of contingent workers.

“Research shows that around 80% of companies treat non-salaried, contingent workers as vendors who are managed through procurement processes,” said Bersin. “Given that more and more companies are relying on non-salaried workers – whether they are part-timers, freelancers, or consultants – to counter the tight labor market, we’ve got to update our HR practices to reflect the realities of today’s very diverse workforces. Furthermore, HR leaders need to create positive work experiences for these people that are just as engaging as those for full-time employees.”

“The New Workforce” research survey, open to anyone with responsibility for hiring, training, or managing contingent workers, can be found online.  The survey, which closes Dec. 14, takes only about 10 minutes to complete.  All answers submitted will be anonymous.   

For details and questions, email info@hrps.org. 

MEDIA: For more information, please contact Cooper Nye at 703-535-6447 and Cooper.Nye@shrm.org.