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Military Community Ambassador Program

Thank you for volunteering to be a Military Community Ambassador! Through awareness and education, HR professionals, hiring managers and business leaders can make a positive impact on the employment challenges faced by members of the military community. 

With your efforts as a Military Community Ambassador, you will be a force multiplier in educating, inspiring and empowering employers in your community to understand the value that military-connect talent can bring to the workforce. By asking the people you train to hire at least one member of the military community, YOU will be part of our vision of a world of work that works for all!

Reminder: This is a private page for Military Community Ambassadors only. Please do not share this page with those outside of the ambassador program. 

The SHRM Foundation Military Community Ambassador program was made possible thanks to a generous grant from USAA.

Military Community at Work Initiative

SHRM Foundation Military Community Ambassadors

military community ambassador badge graphic

Previously, the program started with Inclusion Captains who helped shape the enhanced ambassador program we have today. We are grateful to the inclusion captains who were a part of the first cohort and helped form the rolling applications and program to hit the target goal of 250 Military Community Ambassadors.

Military Community at Work Certificate

The SHRM Foundation’s Military Community at Work Certificate, developed for HR professionals, hiring managers and business leaders is a multi-faceted program from the SHRM Foundation and brought to you with generous support from Comcast NBCUniversal. Through this certificate program you will:

  • Learn the value that skilled military-connected talent bring to the civilian workplace
  • Demonstrate your commitment to attract, hire and retain members of the military community
  • Earn 10 professional developmental credits towards your SHRM-CP or SHRM-SCP recertification


Mission-Ready: Strategies and Best Practices for Recruiting, Retaining and Advancing Military-Connected Talent

Ensure an organization’s talent strategy includes highly skilled and motivated military-connected talent with SHRM Foundation’s new guidebook, Mission-Ready Strategies and Best Practices for Recruiting, Retaining and Advancing Military-Connected Talent. Sponsored by Comcast and in partnership with Comcast and the Institute for Veterans and Military Families, we provide the tools and training to hire and retain this diverse talent pool. We take HR professionals and hiring managers through the entire employment lifecycle, with actionable checklists and reference points to guide them through each step of the journey. Discover how they can diversify and improve their organization’s talent pool.

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Volunteer Requirements

Please review the following training modules about the Military Community Ambassador Program. 

Training Modules

Rules and Guidelines

Please click through and electronically sign the volunteer rules and guidelines.

Volunteer Resources


These presentations have been created and prepared for Military Community Ambassadors to present the business case to attract, hire and retain members of the military community within your localities. 

Exclusively from Psych-Armor Institute:

Digital Toolkit

The Veterans at Work Digital Toolkit, sponsored by JPMorgan Chase, provides free, high-quality resources aligned with the five steps of the employee life-cycle.

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Case Study: Prudential’s Veterans’ Program

This six-page case study summarizes the work at Prudential to engage and integrate veterans and military spouses in their organization. 

In 1919, Prudential president served as the American Legion’s first commander and in World War II, the company donated the use of its downtown Newark, N.J. building to support troops. Prudential has a long history of commitment to the military, and today, Prudential is a leader in supporting military families and civilians. 

This case study will dive into the five pillars of Prudential’s military hiring and retention strategy, and provide the three key takeaways to transfer the success at Prudential to your company. 

“The company’s motivation for establishing this comprehensive program for veterans was twofold. First, Prudential sees talent as a differentiator … and wants to ensure that the company has the best and brightest employees. ... Second, it’s the right thing to do. We believe we have an obligation to help veterans establish a civilian career after they have had a career protecting our freedom.” 

— Chuck Sevola, head of Prudential’s Veterans Initiatives Office

Case study sponsored by:

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Thank You

The ambassador program is made possible thanks to a grant received from The USAA Foundation. When you are presenting, we would ask you to share that the program was made possible thanks to USAA.