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Central NM SHRM Newsletter: May 2026
President's Report
This month, I want to focus on something that is essential to our continued growth—listening.
Thank you to everyone who took the time to complete our recent member survey. Your feedback was thoughtful, candid, and incredibly valuable. It’s clear how much you care about this community, and your input is already helping shape our path forward.
What we heard from you reinforces what makes our chapter strong. Members continue to place high value on professional development, networking opportunities, and the relevance of our content. At the same time, you were clear about where we can do better—and we are listening.
Several key themes stood out. Many of you shared that event timing is a barrier, particularly mid-day offerings, and expressed a strong desire for more flexible options, including morning, evening, and virtual events. You also asked for more mentorship and peer connection opportunities, along with practical, actionable content you can apply immediately in your roles. Additionally, we saw opportunities to enhance how we keep members informed and connected.
I also want to take a moment to give a shout-out to my mentee, Yaritza, who is featured in this month’s spotlight. It has been incredibly rewarding to be part of Yaritza’s journey as she continues to grow and thrive as an HR Business Partner and committed learner. The mentorship experience is a powerful reminder of the value of connection in our profession, and I’m proud of the progress and perspective she brings to our community.
We also appreciate the honest feedback from former members. It’s encouraging to know that many would consider returning with some of these changes in place—an opportunity we are committed to pursuing.
Most importantly, please know this: your feedback will not sit on a shelf. We are actively working on adjustments, including exploring more flexible scheduling, enhancing engagement, and expanding opportunities for mentorship and connection.
This is your organization, and your voice matters. Thank you again for taking the time to share your perspective and for being an engaged part of our community.
We look forward to continuing this work—together.
Sincerely,
Becca
Upcoming Chapter Events
Imposter syndrome is a common yet often unspoken experience that affects individuals across roles, industries, and levels of seniority. It is characterized by a persistent disconnect between external evidence of competence and internal beliefs of inadequacy, often leading individuals to attribute success to luck while internalizing self-doubt.
This 60-minute virtual roundtable is designed as an interactive learning experience that combines structured content with facilitated discussion. Participants will explore the psychological patterns behind imposter syndrome, identify how it manifests behaviorally, and examine the common triggers that reinforce it in professional environments.
Through a combination of guided instruction, peer discussion, and applied reflection, attendees will gain practical strategies to recognize imposter patterns in real time, challenge distorted thinking, and respond more effectively in moments of self-doubt. The session emphasizes both individual awareness and actionable techniques that can be immediately applied in the workplace.
Imposter Syndrome: The Conversation We’re Not Having (But Should Be)
- June 16, 2026
- 11:30 AM - 1:00 PM
- Fully Virtual
Welcome New & Renewing Members
You are connected with a vast network of HR professionals, exclusive events, and resources to help you advance your career by combining Central NM SHRM and SHRM national membership.
Inclusion & Diversity Corner
Join us as we celebrate these notable events happening in May.
Mentorship in Action
This month’s Mentee Spotlight features Yaritza Santiago, PHR, mentee of Chapter President Rebecca Basquez, SHRM-SCP. Yaritza transitioned from 13 years in dental to thriving as an HR Business Partner and continuous learner. Through the Central NM SHRM Mentorship Program, she has found connection, encouragement, and support from HR professionals navigating similar challenges.
Unlock new opportunities and grow your HR career with Central NM SHRM's Mentorship Program! Whether you're an experienced professional looking to give back or an emerging HR leader seeking guidance, this program connects mentors and mentees to share insights, career pathways, and industry knowledge.
We are now accepting applications for both mentors and mentees!
CLICK to learn more about Central NM SHRM MENTORSHIP PROGRAM
Legal Updates
Graduation Season Is Here—And So Are Summer Hiring Risks
As high school and college graduations wrap up, many employers begin ramping up summer hiring efforts. Seasonal employees, interns, and recent graduates can bring fresh energy and much-needed staffing support, particularly in hospitality, retail, tourism, and service industries. But amid the rush to hire quickly, employers often relax normal hiring procedures or make assumptions that create legal risk later. Summer hiring may feel temporary—but the compliance obligations are not.
Common Summer Hiring Risks
The legal issues associated with seasonal and entry-level hiring are usually not complicated. More often than not, problems arise because employers move too quickly, rely on informal practices, or assume that short-term workers are subject to different rules. Common trouble spots include:
- Treating interns as “unpaid volunteers” even though they perform productive work that may legally require compensation
- Failing to properly track hours worked by seasonal or part-time nonexempt employees
- Skipping onboarding paperwork or delaying Form I-9 completion during busy hiring periods
- Allowing “trial shifts,” early arrivals, or post-shift cleanup work without compensation
- Failing to provide short-term or temporary employees with paid sick leave required by the Healthy Workplaces Act
For younger or first-time employees, these issues are often compounded by inexperienced supervisors—some of whom are also seasonal workers—who may not fully understand wage-hour rules or appropriate hiring practices.
Internships and Seasonal Workers Are Not Exempt from Wage Laws
One of the most common misconceptions during graduation season is that interns or short-term workers can be treated informally because the arrangement is temporary or intended to provide “experience.” In reality, wage-and-hour laws generally apply regardless of the duration of employment. Employers should be especially cautious about:
- Unpaid internship arrangements
- Off-the-clock work expectations
- Automatic meal break deductions
- Misclassification of workers as independent contractors
- Casual promises about future employment or advancement opportunities
When in doubt, employers should assume that interns and seasonal workers are entitled to the same baseline legal protections as any other employee.
Practical Tips for HR Teams
Graduation-season hiring does not need to become a compliance headache. A few preventative steps can significantly reduce risk:
- Use the same onboarding and documentation procedures for temporary workers that you use for permanent employees
- Train managers and supervisors on wage-hour expectations before summer staffing begins
- Ensure Form I-9s, payroll records, and timekeeping procedures are completed on time
- Review internship programs carefully before labeling any position “unpaid”
- Provided paid sick leave and any other legally required benefits
The Bottom Line
Summer hiring season moves fast, and employers understandably focus on filling positions quickly. But temporary employees, interns, and recent graduates can create very permanent legal problems when compliance basics are overlooked. A little preparation on the front end can help employers avoid wage claims, documentation problems, and hiring disputes later.
Questions or Ideas for Future Articles?
If you have questions about internships, seasonal hiring, wage-and-hour compliance, or other HR legal issues—or if there are topics you’d like covered in future newsletters—please feel free to contact me at (505) 797-4889 or [email protected].
Certification Study Group
Central New Mexico SHRM is excited to continue supporting members pursuing their SHRM-CP and SHRM-SCP certifications through our Certification Study Group. This free program offers a supportive, collaborative environment for all members who are preparing for certification.
📅 Begins: July 8, 2026
🔁 Meets: Every Wednesday
⏰ Time: 5:30–7:30 p.m.
💲 Cost: FREE
📧 Questions: [email protected]
We look forward to another great year of learning, connection, and shared success as members work toward their certification goals.
Grow With Us!
We're excited to have you join our Central NM SHRM community of HR professionals, where you'll find opportunities to grow, connect, and make an impact.
