Central NM SHRM Newsletter: February 2026

President's Report

Hello Central NM SHRM Members,

I hope your year is off to a strong and inspiring start. As we move into February, I want to take a moment to acknowledge the incredible momentum we’re already building together. January set an exciting tone for 2026 – from a successful luncheon kickoff to meaningful conversations around growth, connection, and elevating our HR community.

One of the highlights this month has undoubtedly been reaching 300+ members. This milestone reflects the strength of our HR community here in New Mexico and the dedication each of you brings to the profession. A very special thank you goes to Kathy and Bob, our Membership Team, for their outstanding work and commitment. And of course, thank you to every board member and volunteer who continuously shows up, contributes, and helps make Central NM SHRM a place professionals want to learn, engage, and belong.

Looking ahead, we have a fantastic lineup of programs and events designed to support your development and deepen your connections. Whether you're focused on strengthening your HR toolkit, pursuing SHRM certification, expanding your network, or finding new ways to lead within your organization, we are here to support you.

As always, I encourage you to stay connected, attend the events that speak to your interests, and bring others along with you. Our chapter thrives because of the energy, expertise, and collaboration of our members.

Thank you for being part of this community – and for everything you do to elevate the HR profession across New Mexico. I’m grateful for the opportunity to serve as your President this year, and I’m excited for all that’s ahead.

Warmly,
Rebecca Basquez
President, Central NM SHRM

Sponsorship

"FourC Health is a modern primary care practice offering personalized, affordable, and physician-led care through a flat monthly membership that covers all services provided at our clinic. We provide timely and quality care! Our transparent model makes high-quality care easier to access, simpler to use, and cost-effective. We are currently serving the Albuquerque area in NM."

Future sponsorship opportunities are available with Central NM SHRM! Chapter sponsors support professional development programming, educational events, and member engagement across the Central New Mexico HR community while gaining visibility with local HR professionals and chapter leaders.

To learn more about sponsorship options and benefits, visit: https://centralnmshrm.org/Sponsorship

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.

Monthly Luncheon

Building Generational Health

Pivot from Poverty to Prosperity Through Health, Harmony, Hope, and Home

Presentation Overview:

Summary:

Building Generational Health: Pivoting from Poverty to Prosperity through Health, Harmony, Hope, and Home explores how historical patterns, community-level challenges, and emerging neuroscience shape our motivation, resilience, and performance. This session takes a holistic look at New Mexico’s unique journey—past and present—while uncovering how poverty mindsets and generational stress impact our “internal failure detector,” decision-making, and the well‑known Know-Do Gap.

Participants will learn a more flexible, human-centered approach to goal setting that goes beyond traditional SMART goals, and will leave with practical tools to strengthen motivation, well-being, and long-term performance personally, within teams, and across organizations. This presentation blends community insight, brain science, and actionable strategies to help us collectively pivot from survival to sustainable prosperity.

Learning Objectives:

Understand how historical and generational factors influence motivation and performance.
Recognize the impact of poverty mindsets and the brain’s “failure detector.”
Apply a more adaptive goal‑setting approach beyond SMART goals.
Use practical strategies to boost motivation, resilience, and well‑being for themselves and their teams.

About the Speaker:

Becky MacGregor, CWP, NACM, NASM-CPT, BCS, CES, FNS

Employee Wellness Coordinator

Albuquerque Public Schools

Connect with Becky on LinkedIn

Tabletop Topics will continue to be available during the luncheon to encourage conversation, networking, and shared learning among attendees.

Please note: Monthly luncheons are now offered in person only. See Chapter Updates for additional details.

DEI Corner

Join us as we celebrate these notable events happening in February.

Legal Updates

Love Is in the Air… and So Is HR Risk

February brings Valentine’s Day cards, office candy bowls, and the annual reminder that workplace relationships are a fact of life. Surveys consistently suggest that nearly one in four marriages began as office romances, which helps explain why HR professionals encounter these situations so often. What those surveys do not track, unfortunately, is how many of those relationships later ended in breakups, divorces, or painfully awkward staff meetings. From an HR perspective, interoffice romances are not unlawful per se but, when romance collides with power dynamics, workplace decision-making, or a messy ending, Cupid’s arrow can land squarely on HR’s desk. These situations demand thoughtful and proactive management.

The Risks Involved: When Romance Meets Reality

Workplace relationships often begin harmlessly, but the legal exposure tends to follow familiar patterns. Risk increases when personal relationships bleed into professional roles or workplace perceptions shift. Common flashpoints include:

♥ Relationships involving supervisors and subordinates, where consent may later be questioned

♥ Claims of favoritism and conflicts of interest that erode morale

♥ Situations where conduct once viewed as welcome is later described as unwelcome

♥ Retaliation claims following a breakup or internal complaint

In these scenarios, agencies and courts focus less on whether the relationship existed and more on how the employer responded once concerns arose.

Proactive Tools to Mitigate Risk: Setting Healthy Boundaries

The best way to avoid heartbreak later is to set clear expectations early. Effective policies do not attempt to ban romance outright but instead manage risk by addressing conflicts of interest and reinforcing professional boundaries. Smart employer tools include:

♥ Clear, modern relationship or fraternization policies

♥ Restrictions on supervisor-subordinate relationships♥

Disclosure requirements when relationships create conflicts

♥ Regular manager training on harassment, retaliation, and escalation duties

Think of these tools as HR’s version of preventative care—it’s far easier to manage expectations up front than to clean up a mess later.

Addressing Workplace Romances: HR as the Calm Third Party

When HR becomes aware of a workplace relationship, the goal is not to play matchmaker or relationship referee. HR’s role is to quietly and professionally assess risk and set guardrails. That typically means:

♥ Maintaining discretion while gathering necessary information

♥ Evaluating reporting relationships and power dynamics

♥ Setting clear expectations for workplace conduct and professionalism

♥ Implementing safeguards, such as reporting changes, when appropriate

Handled correctly, early HR involvement can keep a consensual relationship from becoming a compliance issue.

When Relationships End: Where the Legal Heartbreak Happens

Most legal claims tied to workplace romance do not arise during the relationship—they arise after it ends. Breakups can change tone, expectations, and perceptions overnight, and routine management actions may suddenly be viewed through a retaliatory lens. HR should:

♥ Monitor post-breakup dynamics without appearing intrusive

♥ Ensure performance and scheduling decisions are well-documented and business-based

♥ Take all complaints seriously, even informal ones

♥ Remind managers that “just keep them apart” is not a legal strategy

This is where careful documentation and consistency matter most.

Three Immediate HR Takeaways (No Chocolates Required)

♥ Review and update relationship and fraternization policies

♥ Train managers to recognize and escalate romance-related risks early

♥ Act proactively and consistently—delay is what turns love sparks into wildfires

If you have questions about managing workplace relationships, harassment prevention, or other HR compliance 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.

Central NM SHRM's Mentorship Program

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

Important Chapter Updates

Enhancing the Member Experience
To deliver a stronger learning and networking experience, Central New Mexico SHRM is moving away from hybrid events. Our monthly luncheons will be offered in person only, allowing speakers to fully engage the room and members to maximize connection and conversation.

Fully virtual programs will continue to be offered throughout the year as standalone events designed specifically for online engagement.

HRCI Credit Correction
The HRCI credit information shared at the previous meeting was incorrect. Members who need clarification or updated details are encouraged to contact the chapter directly: [email protected].

Member Resource Reminder
The Central NM SHRM Compliance Calendar is available exclusively to members and can be accessed through the member resources section.

We're Excited To Share!

CNM SHRM On-Demand Video Library (Archived Content)

Central New Mexico SHRM offers a library of previously recorded On-Demand videos available to members through the Member Resource Center. These sessions were created as part of earlier programming and remain accessible for members who want to revisit key topics or earn professional development credits on their own schedule.

Each video qualifies for 1 SHRM PDC, allowing members to continue learning while supporting the SHRM Foundation.

Looking Ahead to 2026

Our 2026 CNM SHRM learning series is being redesigned to deliver a more interactive experience, featuring live webinars, facilitated workshops, and real-time engagement. This new format will focus on practical application, peer discussion, and timely HR challenges to better support today’s workforce needs.

Stay tuned for details on upcoming sessions and registration information.

Questions? Contact the Workforce Readiness Team at [email protected].

Central NM SHRM Job Board

Did you know you can post job openings and use JobBlasts on the Central NM SHRM website?

Visit our page to look at the newest job posts and post your job opening today: https://centralnmshrm.jobing.com/

Central nm shrm job board

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.