Class of 2025
As an HR student with a freshly minted SHRM-CP certification in hand, I approached the recent, WISHRM Workplace Policy Conference with both excitement and curiosity. Would the theoretical knowledge I had crammed for my certification exam translate to the real-world challenges HR professionals face today? Would my employment law class discussions align with what industry leaders were saying? As I discovered throughout this enlightening day, the intersection of policy, law, and practical HR management is more dynamic, and more crucial, than ever before.
The Changing Landscape of HR Policy
The conference opened with remarks from Jay Stephany, the legislative director, who emphasized something that would become a recurring theme throughout the day: regardless of which political party holds power, HR’s fundamental purpose remains serving employees, organizations, and society. This non-partisan approach to workplace policy struck me as particularly important given the current political climate and the significant changes happening with the new administration.
Emily M. Dickens delivered the first keynote, and her presentation on “Civics, Policy, and Compliance for HR Professionals” immediately resonated with what I’ve been studying in my employment law class. Her breakdown of how our government’s three branches influence workplace policy helped crystallize concepts I’d been grappling with in my coursework.
What struck me most was her explanation of executive orders – how they can circumvent partisan gridlock but also face limitations through judicial and congressional review. Given the flurry of executive orders from President Trump since his January inauguration, understanding these checks and balances feels particularly relevant to my future HR career. As Emily noted, many states are already pushing back against some of these orders, creating a complex patchwork of compliance requirements that HR professionals must navigate.
From Classroom Theory to Workplace Reality
Having spent hours studying the regulatory framework for my SHRM-CP exam, I found Emily’s breakdown of the rulemaking process illuminating. What appeared as abstract concepts in my MBA textbooks suddenly had real-world implications as she walked us through each step:
- Initiating event: A need for regulation arises, often triggered by new legislation, public concern, or a court decision.
- Agency drafts proposed regulation: The agency responsible develops a draft rule, incorporating research, stakeholder input, and legal considerations.
- OIRA review: The Office of Information and Regulatory Affairs reviews the draft rule to ensure alignment with executive branch policies and assess its economic impact.
- Publication in Federal Register as a proposed rule: The proposed rule is published in the Federal Register, making it publicly available and signaling the start of the formal rulemaking process.
- Public comment period: Stakeholders, experts, and the general public can submit feedback, providing valuable insights and potential improvements to the rule.
- Agency reviews comments and revises: The agency carefully evaluates all comments and may revise the rule to address concerns or incorporate suggestions.
- Final rule publication in Federal Register: The finalized rule is published in the Federal Register, along with a summary of public comments and the agency’s responses.
- Implementation: The rule takes effect, and the agency enforces it while providing guidance to affected parties as needed.
As HR professionals, we must understand the importance of these processes, as they directly shape workplace policies. When Emily discussed SHRM’s six pillars – workforce development, workplace inclusion, flexibility and leave, immigration, governance, and healthcare – I recognized many topics from both my certification studies and various HR courses in my MBA program. Yet hearing how these areas are actively being shaped by current legislative priorities gave me a more nuanced perspective.
Preparing for an Era of Legal Uncertainty
The legal update from Bob Gregg and Storm Larson from Boardman Clark LLP was perhaps the most directly applicable to my employment law class. Their analysis of recent strange but instructive cases (like the manager who “intended to fire” an employee but forgot) highlighted how easy it is for organizations to find themselves in legal hot water despite good intentions.
Their warnings about the current administration’s potential impact on employment law enforcement struck me as particularly important. As government agencies potentially scale back enforcement activities, they predicted increased litigation and costs for employers. This creates an environment where HR professionals must be even more vigilant about compliance, despite potentially receiving less guidance from regulatory agencies.
Some key takeaways from their session that expanded my understanding beyond my MBA classroom learning:
- The Supreme Court’s decision in Muldrow v. City of St. Louis lowering the standard for adverse action claims
- The critical importance of proper record-keeping for wage and hour compliance
- The warning that “woke DEI” may be fading in political discourse, but the underlying laws remain fully in effect
- The cases emerging under the Pregnant Workers Fairness Act
These points reinforced a crucial lesson from my SHRM-CP studies and MBA HR courses: HR must remain focused on legal compliance regardless of political or cultural trends. As Storm emphasized, “The laws have not diminished or gone away.”
Practical Applications in Wisconsin Employment Law
Adriana Bicanin and Brian Buchanan’s deep dive into Wisconsin employment law was especially valuable as I build my HR career following graduation. Their explanation of state-specific requirements around wage payment, minimum wage, breaks, and overtime calculation filled important gaps in my knowledge.
During my SHRM-CP preparation, I studied federal requirements extensively, but this session highlighted how state laws often provide additional protections or have subtle differences that can create compliance challenges. For example, learning that Wisconsin doesn’t mandate meal breaks for adults but does for minors is exactly the kind of practical knowledge that will serve me in my future role.
Their emphasis on clear documentation for policies – particularly regarding fringe benefits like vacation pay – aligns perfectly with what I have learned in my HR classes. The importance of “clear, concise, and complete” policies cannot be overstated in preventing disputes and litigation.
Building the Workforce of Tomorrow
Chuck Olson’s session on innovative apprenticeship programs offered a forward-looking perspective that complemented the compliance-focused presentations. As someone preparing to enter the workforce development side of HR, I was fascinated by the emerging apprenticeship models in non-traditional fields like HR specialist (18 months) and early childhood education (24 months).
His ten practical tips for earning talent in a tight labor market were refreshingly straightforward, especially the advice to “cut requirements in half” when posting jobs and to distinguish between talent and skills when evaluating candidates. These insights connect directly to topics covered in my SHRM-CP materials and talent management class, but with practical applications I hadn’t considered before.
Reflection: Navigating Uncertainty with Knowledge and Agility
As I reflect on everything I learned at the conference, I’m struck by how well it complemented my academic studies, MBA coursework, and SHRM-CP preparation. The certification process gave me a solid foundation in HR principles and compliance requirements, but the conference speakers brought these concepts to life with real-world examples and current challenges.
Jesus Villa’s emphasis on what HR requires in 2025 – agility, collaboration, inclusivity, and continuous improvement – seems particularly apt given the uncertain regulatory environment we’re facing. His insights on managing hybrid work arrangements and prioritizing employee engagement and mental health reflect the evolving expectations of today’s workforce.
The conference reinforced that HR professionals must be prepared to adapt quickly to changing regulations while maintaining focus on core principles that transcend political shifts. As Emily Dickens emphasized, SHRM is committed to “policy, not politics,” advocating for workplace practices that benefit both employers and employees regardless of which party holds power.
Moving Forward: My Path in HR
Having passed my SHRM-CP exam and attended this conference, I feel better equipped to navigate the complex and changing landscape of HR. My employment law class has given me theoretical knowledge of legal requirements, but the conference speakers helped me understand how these requirements play out in practice – especially during times of regulatory uncertainty.
As I prepare to enter the profession, I’m focusing on developing the agility and learning mindset that Jesus Villa identified as critical for HR professionals in 2025. I’m also taking to heart Bob and Storm’s warnings about the importance of thorough documentation and clear policies, particularly as enforcement mechanisms shift.
The conference reinforced that successful HR professionals must be both compliance experts and strategic partners, helping organizations navigate complex regulatory requirements while creating workplaces that attract and retain talent. As the landscape continues to evolve with new technologies, changing workforce expectations, and shifting political priorities, I’m grateful for my MBA program, SHRM-CP preparation, and the insights from experienced professionals at this conference.
Together, they’ve provided me with tools to approach HR not just as a set of rules to follow, but as a dynamic practice that helps organizations and employees thrive even in uncertain times. I’m incredibly excited to apply all the knowledge I’ve gained from the conference, my SHRM-CP certification prep, and my MBA program in my full-time role after graduation. And that, perhaps, is the most valuable lesson of all.