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For Strategic HR Leaders to Proactively Lead the Rapidly Changing World of Work.

HRSF Upcoming Programs

    • 14 Jun 2023
    • 9:00 AM - 11:00 AM
    • Zoom event

    In 2020, the trajectory of corporate diversity work accelerated as the world watched and reacted to a global pandemic, tragic societal events, food & supply shortages, and socio-political events. Among the redefinition of diversity is a new perspective on hybrid work, different markers of employee engagement, and a new emphasis on the concept of “belonging.” As companies move into a post-pandemic equilibrium, they are exploring and reevaluating their mix and balance of employee engagement efforts. At the same time, companies are working to make up for lost revenue and market position while contending with a workforce that is signaling that the appetite for what once was, is no longer relevant. Inclusion reimagined in this future of work paradigm is being birthed in real time. Employers who strike the right note will attract, retain, and invest in talent resources better than their peers.

    In this session, we will explore:

    • How are company DE&I strategies changing to adapt to today’s complex realities?
    • What is working and why (including evolving best practices)?
    • What do HR leaders need to be focused on while adapting DE&I efforts in a hybrid environment?
    • What are the key success factors for DE&I in 2023 and beyond?


    Michael Coyle

    Chief Diversity, Equity & Inclusion Officer, Corporate Client Services

    PJM Interconnection

    As PJM’s chief DEI officer, Coyle leads all aspects of the DEI function, with direct responsibility for ensuring responsiveness to PJM’s business objectives, core values, Flex First the company’s flexible work program and the organization’s DEI strategic plan. He collaborates with the PJM community to elevate learning in cultural competency, listening, empathy, allyship and storytelling to advance belonging for everyone. Coyle has more than 20 years of diversity, equity and inclusion experience building accountability and implementing change management initiatives across the talent life cycle. He has led partnerships with numerous philanthropic and community organizations to build talent pipelines and advance employee development. Coyle holds a Bachelor of Science in international business from Ithaca College and a Master of Science in international employment relations and human resource management from The London School of Economics.

    Tammy Ramos, J.D. 

    Executive Consultant


    Tammy is an Executive Consultant for InclusionINC where she is certified in both the Inclusive Leader 360TM and the Global Inclusion ScorecardTM. Tammy coaches C-suite leaders in developing specific strategies, measuring progress and developing inclusive leadership skills to create a culture of belonging that drives business results. Tammy also serves as the Executive Director of LatinaVIDA™ a nonprofit that partners with organizations to support DEI initiatives through providing culturally relevant leadership programs for diverse, first-generation professionals of color. She earned her Juris Doctor, with emphasis in International Business Law, from the University of Notre Dame Law School, and Bachelor of Science in Economics and Business Administration with a double major in Spanish from Saint Mary’s College of California.

    Marysa Chiu

    Chief Diversity and Inclusion Officer

    Integra LifeSciences

    Marysa Chiu is the chief diversity & inclusion officer at Integra LifeSciences where she has responsibility for the development and implementation of Integra’s global diversity and inclusion strategy. Prior to joining the medtech company, Marysa led inclusion and diversity for Gilead Sciences’ commercial and corporate functions. She was also responsible for launching a company-wide sponsorship program to accelerate the development of key, diverse talent and led a team of business partners in the creation of functional diversity action plans. Before Gilead, Marysa served as Dolby Laboratories’ first leader of diversity and inclusion. Marysa got her start in diversity and inclusion while at Time Warner. There she held a variety of positions in corporate social responsibility, employee engagement and social impact before managing diversity and multicultural marketing efforts for the media company. She graduated with a M.A. in Cognitive Studies from Columbia University and a B.S. in Psychology and Communications from Fordham University.

    Adriele Parker

    DE&I Strategies Consultant/Diversity, Equity,

    & Inclusion Thought Partner

    Adriele Parker (ay-dree-el) (she/her) is a DEI Thought Partner with over 15 years of hands-on experience in DEI strategy, recruiting, coaching, learning & development, and operations. With psychological safety as her top priority, her current mission is twofold: guiding organizational leaders on creating inclusive work environments and empowering DEI practitioners to lead impactful workshops and discussions.Adriele is the author of "The Inclusive Leadership Journal," a 90-day workbook that empowers people leaders on their journey to cultivate inclusive leadership practices and foster diverse, equitable work environments. She is also the host of the YouTube podcast "DEI in 5," where she fosters insightful conversations on topics related to diversity, equity, and inclusion. Adriele holds a BFA from New York University and an MA from the City University of New York.

    Recommended Resources

    • 26 Jul 2023
    • 9:00 AM - 10:15 AM
    • Zoom event

    In collaboration with our colleagues across the North America HR Leadership Network (NAHRLN), we are proud to offer our annual summer collaborative program, this year focused on Leading with Laughter.

    Leaders with a sense of humor are not only seen as more competent and more motivating, but

    they also have higher levels of employee engagement and are more likely to solve complex problems creatively. Humor increases social connection and reduces the hierarchical distance between leaders and their teams. You might be thinking “It would be much easier to use humor if my job wasn't so stressful!” Believe it or not, one of the most effective tools to decrease stress and enhance overall wellbeing is... your sense of humor!

    This content-rich session not only provides the foundation of why humor is such an effective leadership trait, but also how to incorporate more humor into your leadership style and everyday life. Using a combination of proven strategies & research from positive psychology, neuroscience, cognitive behavioral techniques, and improv & stand-up comedy, you’ll learn evidence-based techniques for how you can develop your sense of humor into a powerful leadership tool to enhance well-being and boost performance!

    Participant Objectives:

    • Identify at least 10 ways to reduce stress using humor intervention strategies
    • Practice humor intervention strategies to boost resilience
    • Discover the impacts of humor on the brain and body
    • Learn strategies for using humor positively in professional and personal settings

    Link to TEDx Talk: Paul Osincup TEDx: Humor in Leadership


    Paul Osincup is a Humor Strategist who helps organizations create happier, healthier, and more connected places to work. Paul’s global mission for workplace happiness has provided him the opportunity to work with hundreds of organizations including the Harvard Kennedy School of Leadership, Google, Discover, and The U.S. Air Force. He’s a content creator for the emotional health and well-being app Happify, and his TEDx Talk on Humor in Leadership has been viewed over a half million times. Paul is a certified Stress Mastery Educator with the American Institute of Stress and the past President of the Association for Applied and Therapeutic Humor , an international organization dedicated to the study and application of humor to enhance health and human performance. Paul’s work has been highlighted in The New York Times, Forbes, and on his mom’s refrigerator.

    • 13 Sep 2023
    • 9:00 AM - 11:00 AM
    • Bay Area (TBD)

    On January 1 this year, a new law went into effect in California that requires companies with more than 15 employees to post salary ranges for open positions. This change to the legal and transparency landscape has far-reaching implications not only for how companies approach their hiring but also how they manage internal salary expectations and deal with the issues of pay equity and compensation compression challenges.

    In this critical and timely session, we will explore:

    How are HR leaders leading efforts to adapt to this new salary transparency landscape? What are they doing proactively to talk about pay? How are they dealing with confusion that arises between posted job ranges and actual pay?

    • How are they preparing managers? How are they addressing management resistance?
    • What are the unexpected positive consequences of compensation transparency?
    • What are unexpected negative consequences and how are they being addressed?
    • What has been the employee response?
    • How are organizations addressing pay inequities that come to light?
    • What are the cultural implications of pay transparency?

    Join us as we talk with practitioners and compensation specialists as they manage through the turbulence of pay transparency.

    • 15 Nov 2023
    • 9:00 AM - 11:00 AM
    • Zoom event

    HR has been talking about the promise of data analytics for a long time. But where are we now in our use of analytics and where are we going so that we are able to lead with analytics comfortably, rigorously, and impactfully? 

    What we will cover

    • Who is doing it well without huge investments in systems or people?

    • What is the promise of HR data analytics? 

    • In what ways has HR data analytics achieved and/or fallen short of that promise? 

    • What problems might good HR data and HR data analytics solve that we grapple with today? 

    • What might help you get where you want to go with the data available to you? 

      • Active (e.g. surveys) and passive (e.g. GSuite/MS Office data/meta-data) data collection: What can you learn?

    • Where should you put your energy in terms of collecting and analyzing HR data?


Thank you Annual Sponsors!

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