MMHR holds annual HR101 boot camp in Northampton

The Massachusetts Municipal Human Resources’ annual HR101 boot camp on March 12 in Northampton focused on workplace culture, health insurance benefits, recruitment and onboarding, and personnel files and auditing.

Stacie Watson, owner and partner in Transformative Leadership Strategies, opened with a session on multigenerational competency in the workplace. She discussed the patterns across different generations and where tensions might appear, including around the pace of change, risk tolerance, technology adoption, and historical learning.

While narratives around generational differences are common, Watson said, “When generational tensions show up it is likely underlying issues. It could be a difference in communication style or a misalignment in expectations.”

She highlighted effective communication practices that resonate across generations.

“It is critical to set clear expectations, base communication on curiosity rather than judgment, and create a culture of giving and inviting regular feedback,” she said.

In groups, attendees practiced using a script designed to help move conversations from conflict to curiosity.

Watson then shifted the focus from individual-level interactions to the integration of multigenerational competency into different HR areas, including performance evaluation policies, succession planning, and leadership development.

Navigating health insurance plans

Representatives from Wellpoint gave a presentation on navigating health insurance plans. Benefit Consultant Elaine Pedrosa shared questions HR can use to help employees in determining what coverage is best for them and their families. She emphasized the importance of sharing information through a variety of channels, including internal Q&A sessions, joint webinars, bulletins, and emails, while using plain language and visual aids to ensure clarity.

Recruitment and onboarding
During the first afternoon session, Springfield Assistant HR Director and Benefits Administrator Caitlyn Julius gave a presentation on best practices for recruitment and onboarding.

She discussed how transitioning from a periodic to continuous recruitment strategy leads to better hiring outcomes. Such a shift may seem like it would be expensive, but she highlighted examples of cost-effective recruitment efforts, including using social media and promotional items, collaborating with other municipal departments and local news outlets, and having a presence at community events.

Julius discussed effective onboarding practices and provided examples of onboarding materials and structured timelines.

Personnel files, organization
In the workshop “HR Glow Up: From Messy Files to Audit Ready,” Kristina Ordung, assistant town manager – human capital in Shrewsbury, gave an overview of personnel files and what documentation belongs in them to ensure compliance with labor laws and minimize risk.

She discussed the role of HR practice audits, and what policies, processes, and programs a municipality should review.

Ordung concluded by focusing on HR health audits, specifically identifying and defining key performance indicators to measure workforce health and effectiveness and to help inform decision-making.

Municipal HR101
The conference concluded with “Municipal HR101: What I Wish I Knew in Year One,” a panel discussion moderated by Pittsfield Human Resources Director Michael Taylor.

Panelists discussed navigating the transition from the private sector to public sector, where to look for guidance and mentorship, and how to build trust with other departments.