Mentorship, Membership and Community: A Kickoff Conversation with SHRM-Long Island President Laurie Langella

Change Management in HR: Communication, Fear and Adoption (with Michele Rebetti)

Elizabeth Saitta, Executive Director of SHRM-Long Island, sits down with Michele Rebetti, President of Crestcom Key Alliance and SHRM-Long Island’s Programming Chair, to discuss change management and why it has become a critical HR issue in today’s workplace. They cover why many change initiatives fail, the human side of change and employee resistance, the 7 by 7 communication rule, leading change in hybrid and remote environments, assessing workforce readiness through surveys and skill gaps and what KPIs can help measure adoption and success.

HR + Marketing: Employer Branding and Recruitment Marketing That Actually Works (Morgan Marran)

Elizabeth Saitta, Executive Director of SHRM-Long Island, sits down with Morgan Marran of Ampersand Marketing and SHRM-Long Island’s Marketing Chair to discuss employer branding and recruitment marketing. They cover what culture content helps candidates picture themselves at a company, common online branding mistakes, which platforms matter most, how SEO and AI search are changing discovery and why human connection needs to return to the recruiting process even as automation increases. SHRM-Long Island Annual Conference is October 9 with early bird pricing through September 9.

Student to Professional: Advice from 2 New HR Graduates (Keira Birycki, Sofia Frigiola)

Laurie Langella, President of SHRM-Long Island, sits down with Keira Birycki and Sofia Frigiola for a candid conversation about the transition from student to professional in HR. They discuss what helped them build confidence in their first roles, what onboarding and mentorship should look like, how to ask for help without feeling behind and what leaders can do to support early career professionals through patience, open-mindedness and clear communication. Thanks to our annual sponsors Jackson Lewis, Sentinel Benefits and HUB International.

Preparing First-Time Managers: Delegation, Feedback + Leadership Growth (Anne Davis)

What’s the #1 concern HR leaders are talking about right now? Preparing individual contributors to become strong people leaders.In this episode of The Sound of HR from SHRM-Long Island, host Liz Saitta sits down with Anne Davis of H2M to unpack what she heard at a national HR conference and why leadership development is becoming a make-or-break issue, especially in fast-growing industries with tight talent markets.In this episode, we cover: * Why the jump from individual contributor to manager is so hard * What’s at stake when companies don’t develop managers (and why people leave managers) * The biggest misconceptions first-time managers have * The four pain points new supervisors struggle with most: task management, feedback, delegation and performance management * How H2M supports new managers with training and a multi-week people manager boot camp * The shift from managing a team to leading at an organizational level * A great reminder: communicate early and often, even if it’s not perfect Learn more and stay connected:Website: SHRMLI.orgFollow SHRM-Long Island on LinkedIn and FacebookEmail: executivedirector@shrmli.org

Managing Difficult Employees: Documentation, Complaints + Investigations (Taylor Ferris)

How do you handle a difficult employee without making the situation worse?In this episode of The Sound of HR Podcast from SHRM-Long Island, host Liz Saitta sits down with Taylor Ferris of Jackson Lewis to talk through practical, real-world guidance for managers and HR teams dealing with complaints, performance issues and workplace investigations.This conversation covers what to do, what not to do and how to stay calm and consistent when issues land on your desk.In this episode, we cover: * Common “difficult employee” types (constant complainer, quiet quitter, bully, people pleaser) * The biggest mistakes managers make and why timeliness matters * Why documentation is everything and what “good documentation” actually looks like * When a complaint turns into a formal workplace investigation * Trigger words to listen for (hostile work environment, retaliation and more) * Why managers shouldn’t dismiss complaints or assume they already know the answer * How to create a culture that addresses issues proactively instead of reactively * The importance of staying calm, neutral and professional when conflict shows up Want more practical HR updates? Check out the Jackson Lewis Breakfast Series through SHRM-Long Island.Learn more and stay connected:Website: SHRMLI.orgFollow SHRM-Long Island on LinkedIn and FacebookEmail: executivedirector@shrmli.org