As the solo HR practitioner you are often pulled in many directions with what feels like many bosses to make happy. You must be all things HR to all people.

As an HR department of one, you must prioritize your responsibilities for immediate needs like onboarding, payroll administration and terminations, as well as plan around long-term needs like recruiting strategy, performance evaluation policies, and pay structures.

There is no easy button or a silver bullet (we know that’s what you are really looking for); however, there are things you can implement to not just survive but thrive as a solo HR professional.

This program is designed to help you navigate meeting the needs of your internal customers and still get your job done. We’ll even offer you ideas, suggestions, tools, guidance and perhaps a different perspective on some of your most challenging activities so you can accomplish more at the end of each day and sleep better each night. Some of the factors that we explore include:

-Strategically align your department and organization’s goals and priorities within the business
-Get the help you need: When to hire, outsource, or automate
-Find the right service providers to assist
-Getting help from your internal team
-Building a network of your peers
-Leveraging technology to meet the needs within your department

As a solitary HR professional, you can be an incredible asset to your organization, even if you don’t have an HR team to support you. By prioritizing well and focusing on what’s most important, you can make the most of your limited time and handle the HR matters at your organization professionally and effectively while creating a productive working environment

In today’s competitive talent landscape, traditional hiring and training approaches aren’t always enough to fill those hard-to-recruit positions or build the skilled workforce your organization needs. Registered Apprenticeships (RA) offer a proven solution that creates new pathways for talent development while delivering measurable returns on investment.

This interactive session explores how Registered Apprenticeships can transform your talent strategy — not by replacing what you’re already doing, but by enhancing and expanding your existing programs. We’ll dive into what makes RA different from internships, why the ROI data from places like Kansas is getting national attention, and how Department of Labor research shows these programs consistently deliver results for both employers and workers.

You’ll discover how RA programs address those positions that seem impossible to fill, creating a pipeline of skilled workers who are trained specifically for your industry and organization. We’ll also explore exciting partnership opportunities through the SHRM Foundation, life science sector initiatives, and the Future Ready Oregon grant that can help fund and support your apprenticeship journey.

Attendees will:

-Understand what Registered Apprenticeships are and how they create sustainable talent pipelines
-See compelling ROI evidence and real-world outcomes that demonstrate business impact
-Learn how RA programs complement and enhance existing talent development strategies
-Discover funding and partnership opportunities available right now
-Explore practical next steps for implementing apprenticeships in their organizations

This isn’t just about workforce development — it’s about building a competitive advantage through strategic talent investment. Whether you’re struggling with hard-to-fill positions, looking to strengthen your talent pipeline, or seeking innovative ways to develop your workforce, this conversation will give you fresh perspectives and actionable insights.

Come prepared to participate, share your experiences, and engage with fellow HR professionals facing similar talent challenges.

Natalie Miller is an accomplished Talent Development leader with over 20 years of experience aligning business strategy with innovative workforce solutions. She currently serves as Regional Director at Apprenti, a nationally recognized registered apprenticeship intermediary in tech, human resources, life sciences and beyond. In this role, Natalie leads the expansion of employer partnerships across the country, helping companies build robust, resilient talent pipelines through the power of registered apprenticeship.

With a career spanning global corporations and privately held firms, Natalie has deep expertise in human resources, talent acquisition, leadership development, employee engagement, and career planning. Her strategic, people-first approach has empowered organizations to attract, develop, and retain top talent at all levels. Natalie holds both the SPHR and SHRM-SCP certifications and is passionate about driving empowering, scalable workforce solutions that support long-term business success.

In today’s fast-paced and increasingly diverse workplaces, creating a culture of psychological safety is not just a “nice to have”- it’s essential. When employees feel safe to be themselves, speak up, and take risks without fear of judgment or retribution, trust grows, performance improves, and people thrive.

Join us for this interactive session where we’ll explore how psychological safety contributes to a stronger sense of belonging and better team dynamics. We’ll discuss how leaders and colleagues alike can cultivate a culture where authenticity is encouraged, vulnerability is welcomed, and everyone feels heard and valued.

We explore:

- The three core dimensions of psychological safety
- Why psychological safety is a retention and performance driver
- Practical ways to model authenticity and promote open communication
- Tools for recognizing and addressing behaviors that erode safety and inclusion
This is your opportunity to reflect, discuss, and walk away with new insights for fostering belonging at work—no matter your role. You’ll also be able to learn from and share your ideas with other attendees about what’s working to build the belonging and safety.

Whitney Bennett from Commute Options (a non-profit out of Central Oregon) shares information about their Oregon Friendly Driver training program which teaches people who drive what to expect from people walking and biking to support safe commuting to/from work and on the job. Whether employees commute by car, foot, or bike – everyone deserves to get to where they need to go safely.

Oregon Friendly Driver dissolves the tension in the commute by helping all road users understand how our laws, infrastructure, and roadway design shape risky behavior patterns. We cover common crashes, and what drivers can do to prevent them. The goal of the free Oregon Friendly Driver training is to reduce the number of severe injuries and fatalities on our Oregon roads. When our employees get in a crash, it does not matter who is at fault, everyone suffers – whether that is physically, financially, or emotionally. Oregon Friendly Driver is an essential training to include in the employee onboarding process. We will discuss how it can be integrated into the workplace via HR and the benefits it can have on an organization.

Whether it’s a promotion, department shift, or a departure from the organization, employee transitions are inevitable—and how you handle them can make all the difference. A well-managed transition safeguards productivity, preserves morale, and protects institutional knowledge. This discussion explores practical strategies for managing internal and external transitions with intention and care. From role changes to resignations the goal is minimizing disruption while maximizing continuity and communication.

We will:

Explore the key types of employee transitions and their ripple effects
Learn about creating effective transition plans that support both employees and teams
Understand the role of training, communication, and knowledge transfer in successful handovers
Gain tools to navigate resistance, skill gaps, and shifting team dynamics.
This is more than an operational checklist—it’s a people-first approach to change. Join us for a conversation on building smoother transitions that work for everyone. This is also a wonderful opportunity to ask questions of each other as well as bring your insights and experiences to the discussion to share. Our lunch time conversations are a great time for networking and learning from others.

Even the most well-intentioned workplaces can harbor hidden gender bias—in hiring decisions, performance reviews, employee development, team dynamics, or everyday conversations. For HR professionals, the responsibility isn’t just to recognize bias when it surfaces, but to build systems, practices, and cultures that actively reduce it.

Our goal for this HR Lunch Bunch discussion is to explore how gender bias shows up in subtle ways, how it influences employee experience and equity, and what HR professionals can do to address it. Through real-world examples and thought-provoking questions, participants will reflect on how policies, practices, and people processes can either reinforce or disrupt bias.

This session is not about blame—it’s about awareness, curiosity, and action. Join us to sharpen your lens, learn from your peers, and walk away with practical insights you can apply immediately to foster fairness and inclusion in your organization. Gender Bias in the Workplace is Not Always Intentional, But Always Impactful!

In today’s fast-paced workplace, burnout is a growing concern that can impact morale, productivity, and employee retention. This program is designed to help leaders and organizations create a culture that actively prevents burnout and fosters long-term engagement and well-being.

Participants:

- Identify the root causes of burnout by examining workplace factors such as workload, lack of control, unclear expectations, and insufficient support.
- Recognize early warning signs of burnout in themselves and their teams, including physical, emotional, and behavioral indicators.
- Discover strategies to build individual resilience through self-care, time management, and stress-reduction techniques.
- Develop organizational strategies to prevent burnout, including creating balanced workloads, fostering open communication, and promoting a supportive workplace culture.
- Learn to implement proactive leadership practices that prioritize employee well-being and engagement.
- Explore real-world examples and tools to sustain a burnout-resistant culture in diverse workplace environments.

May is Mental Health Awareness Month—a perfect time to spotlight the importance of mental health in the workplace. This is a dynamic discussion on how Employee Assistance Programs (EAPs) can provide meaningful support for employees while promoting a healthier, more productive workplace.

We’re excited to welcome Michelle Martin from Canopy, who guides us through an in-depth look at EAPs, including their benefits, emerging trends, and common myths. We also explore real-world challenges and celebrate successes in implementing these vital programs.

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Layoffs are one of the most challenging scenarios for any organization and one of the most difficult set of responsibilities an HR professional faces. Whether due to economic downturns, restructuring, or operational shifts, handling layoffs requires thoughtful planning, clear communication, and legal awareness to minimize impact on both departing and remaining employees.

We share and discuss practical strategies for navigating layoffs with transparency, empathy, and compliance while also maintaining morale and engagement within your organization. We discuss best practices, legal considerations, and post-layoff recovery to ensure that HR professionals are well-equipped to support employees through this difficult process.

Our key discussion areas include:

- Planning for a Layoff: Strategic considerations before, during, and after the announcement
- Legal & Compliance Considerations: WARN Act, severance, documentation, and risk management
- Delivering the Message: Conducting layoff conversations with empathy and professionalism
- Supporting Employees & Managers: Resources, outplacement, and emotional impact
- Post-Layoff Workforce Management: Rebuilding trust and engagement with remaining employees

As state and federal legislation continues to reshape the pay transparency model, HR professionals play a critical role in fostering open communication around compensation. During our time together we explore what you are doing in this area, what questions you have, and the expectations employees now have. We cover how organizations can adapt their policies and practices to align with current trends, from job postings and hiring strategies to addressing wage gaps and promoting pay equity.

We specifically discuss:

-The increasing demand for pay transparency and its implications for HR professionals like yourself
-Explore the benefits, challenges, and best practices for creating a culture of openness around compensation
-Pay equity and address wage gaps to build trust and fairness in your workplace