La Crosse Area SHRM | August 2026 Newsletter

President's Message

September Events: Connect, Learn, and Grow with LASHRM

September offers several great opportunities to engage with fellow HR professionals, build your leadership skills, and strengthen your professional network. We hope you'll join us at one or more of these upcoming events! Visit www.lashrm.org and click Events to register and learn more. Click Here for Events Page

Member Appreciation Night at All Glazed Up

September 2, 2026 | 5:30 PM - 7:30 PM

Join us for an evening of creativity, networking, and community impact at our annual LASHRM Member Appreciation Event. This fun and relaxed gathering is our way of thanking members for their continued support while providing an opportunity to connect with HR colleagues from across the Coulee Region.

September Chapter Meeting

Leading Through Change: Practical Tools for Navigating What's Next
September 16, 2026 | 11:30 AM - 1:00 PM
Osteria Emilia | Hybrid Event

Change is constant, but adapting to it is a deeply human process. In this interactive session, participants will explore the difference between change and transition, examine the phases of William Bridges' Transition Model, and learn practical strategies for leading themselves and others through workplace change more effectively. Attendees will leave with tools they can immediately apply to real-life organizational challenges.

Speaker Spotlight: Lindsay Wojcik

Lindsay Wojcik is the Founder and Principal of Ignite Advisory, where she helps leaders turn complex transformation into meaningful, sustainable change. A former Fortune 500 senior transformation leader and Chief of Staff, Lindsay brings nearly 15 years of experience in organizational change, leadership alignment, and business transformation. She is a Prosci-certified Change Practitioner and DiSC-certified facilitator who believes successful transformation happens when strategy and humanity work together.

Fall Coffee Chat & Book Club

September 29, 2026 | 7:30 AM - 9:00 AM
JavaVino

Join fellow LASHRM members for coffee, conversation, and professional development as we discuss Jennifer Brown's book, How to Be an Inclusive Leader. This informal gathering offers a great opportunity to exchange ideas, share experiences, and connect with peers in a relaxed setting.

Register today and view complete event details at:
https://www.lashrm.org/events Click Here

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Membership

Check out our upcoming events! LASHRM Events

Interested in becoming a member? Join LASHRM

Have questions? Reach out to [email protected]  

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SHRM Foundation

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Continued Education

By Nicole Haugen SHRM-CP, Certification Director

Turn Your Time into SHRM Credits

What if giving back could also move your career forward?

If you’re SHRM-certified, volunteering your time and HR expertise doesn’t just benefit others, it can earn you recertification credits. SHRM recognizes the value of professionals who support nonprofit organizations through unpaid HR-related work. That means activities like advising on policies, assisting with hiring processes, or supporting HR initiatives can count toward your recertification goals.

It’s a win-win: you make a meaningful impact in your community while staying on track with your professional development. So, if you’ve been looking for a reason to get involved, this might be it. Your time and talent are more valuable than you think.

Find more information here:

https://www.shrm.org/credentials/certification/recertification/qualifying-activities

_{* Stands for Member Advisory Council
**Affiliates include SHRM chapters, state councils and global forum organizations.}

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Emerging HR Professionals

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Programming

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Sponsored Messaging | Express Employment

Strategies to Future‑Proof Your Career in the AI Era

By Adam Glahn, Owner of Express Employment Professionals of La Crosse, WI.

Career development is crucial for lasting success, especially as AI rapidly reshapes roles and skills. Professionals are rethinking their growth to adapt to this change. The ETS Human Progress Report uncovered that 77% of employees believe job security relies on continuous development rather than tenure. This shift explains the rising interest in career development as individuals seek to future-proof their careers in a fast-paced world driven by AI.

Whether you’re just starting your journey, somewhere in the middle or making a bold leap into a new field, the urgency to cultivate adaptable and future-ready skills has never been more exhilarating!

Why You Can’t Afford to Ignore Career Development

AI has become integral to the workplace, reshaping our perspective on long-term growth. The Mercer Global Talent Trends Report reveals that 54% of executives view talent scarcity as their greatest challenge due to the demand for digital and AI skills. Interestingly, 63% of employees prefer upskilling opportunities in AI and digital competencies over pay raises, indicating a desire for growth. Investing in personal and professional development enhances success amid evolving job roles and the importance of clarity in the labor market.

Which Skills Are Rising in Demand?

The Job Skills Report explains that generative AI is now the most sought-after skill in Coursera’s history, with 14 enrollments per minute in AI courses. Employers are prioritizing both technical and human-centered skills that improve collaboration with AI, highlighting a trend where AI enhances rather than replaces human capabilities. Here are the skills gaining momentum:

• AI literacy and digital fluency: Understanding how AI tools work and how to use them effectively.
• Data analysis and interpretation: Making sense of complex information to guide decisions.
• Adaptability and continuous learning: Staying flexible as roles and tools evolve.
• Human‑AI collaboration: Knowing when to rely on automation and when to apply human judgment.
• Communication and problem‑solving: Skills that remain essential even in highly automated environments.

How Can You Build Future‑Ready Skills?

Career development is now more accessible with online learning, employer-sponsored training and microcredential programs. The State of AI at Work Report highlights that companies are focusing on the "human premium," valuing the skills individuals provide alongside AI. This fosters adaptability in a dynamic job market. Enhance your career development with these strategies:

• Invest in continuous learning: Short courses, certifications and AI‑focused programs can help you stay competitive.
• Seek out stretch assignments: Taking on new challenges builds confidence and expands your skill set.
• Learn how AI applies to your field: Understanding industry‑specific AI tools gives you an edge.
• Build a portfolio of skills—not just job titles: Employers increasingly hire for capability, not credentials alone.
• Stay curious: The fastest‑growing professionals are those who embrace experimentation and change.

The Irreplaceable Human Skills That Power Future Careers

Despite the rapid rise of AI, human skills are vital for career development. Boston Consulting Group's analysis reveals only 10% of AI's value comes from algorithms, while 70% comes from how organizations enable individuals to effectively use AI. This highlights the importance of people over technology.

This is uplifting news for anyone pursuing career growth. The most successful professionals will be those who blend technical skills with creativity, communication and strategic thinking. While AI can enhance productivity, it cannot replicate human insight. Career development is not merely a passing trend; it’s a vital, long-term strategy for cultivating a resilient and future-proof career. In a world where change is the only constant, investing in yourself is the most brilliant decision you can make.

If you’re looking for a job opportunity in 2026, Express can help. 

Express Employment Professionals has put more than 10 million people to work worldwide during our 40 years in the staffing industry. If you’re on the hunt for a new role, we can help. Contact your local Express office, download the ExpressJobs app from your mobile store, or fill out our online contact form to get started.

The La Crosse Express office is located at 2240 Rose St and serves Administrative, Industrial, and Professional hiring. Local businesses and applicants are encouraged to stop by, visit https://www.expresspros.com/Onalaska/  or call 608-779-4252

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Sponsored Messaging | The Insurance Center

Employer Action Items: Prepare for 2027 HSA & HDHP Limits

The IRS has increased the Health Savings Account (HSA) and High-Deductible Health Plan (HDHP) limits for 2027. Employers sponsoring HDHPs should review their health plan design to ensure it meets the new IRS requirements before the start of the 2027 plan year.

For 2027, HDHPs must have a minimum deductible of $1,750 for self-only coverage and $3,500 for family coverage. In addition, annual out-of-pocket expenses cannot exceed $8,700 for self-only coverage or $17,400 for family coverage.

Employers that allow employees to make pre-tax HSA contributions should update enrollment materials, payroll systems, and employee communications to reflect the new contribution limits of $4,500 for self-only coverage and $9,000 for family coverage. Employees age 55 and older may continue to make an additional $1,000 catch-up contribution.

General Purpose and Limited Purpose Medical FSA amounts have not yet been released but are expected sometime in October.  

Reviewing benefit election and payroll processes before open enrollment can help ensure employee contributions remain within the IRS limits and avoid potential tax consequences.

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Sponsored Messaging | The Alliance

Be the Catalyst for Better Healthcare

I’ve been traveling more recently to visit my sons and, as usual, planned to use the same park-and-ride service I’ve relied on in the past. The company is convenient, familiar, and I know exactly what to expect. But when I went to reserve my spot, I noticed their prices had increased significantly.

I was made aware that there were less expensive alternatives and that finding them would only take a little research. Yet my first instinct was to stay with the company I already knew. The prospect of comparing options and trying something new felt like more effort than it was worth. Even though I understood the facts behind making a change, I was reluctant to do it.

Eventually, I realized that the cost of staying with the status quo had become greater than the cost of exploring a better option. That simple experience reminded me of a challenge we face throughout healthcare. If changing a parking service feels difficult, even when the savings are obvious, how can we expect people to make smarter decisions while navigating a complex healthcare system?

Facts alone haven’t changed the trajectory of healthcare. We have decades of data showing healthcare costs rising, now faster than wages, yet the system keeps moving in the same direction. Not because people don’t care, but because change is fragmented, and often feels abstract until it’s personal. And by the time it affects us directly, the opportunity to prevent the problem may already have passed.

I previously wrote about Jonah Berger’s book The Catalyst its central insight: meaningful change doesn’t happen by pushing harder; it happens by removing the barriers that stand in the way. In healthcare, those barriers exist everywhere – in how care is delivered, purchased, administered, and experienced.

And because the system is interconnected, lasting progress depends on all stakeholders working together to reduce friction and align around shared goals.

Berger’s REDUCE framework offers a practical lens for how stakeholders in the healthcare ecosystem can act as a catalyst for change, by easing resistance, simplifying choices, and making high-value healthcare the obvious path forward.

1. People Don’t Like Being Told What to Do
Top-down change rarely works in healthcare. Whether it’s benefit plan design, care delivery, or utilization management, people resist decisions that feel imposed on them.

Incentives tied to high-value care, care navigation, or preventive services work best when all parties see themselves as partners, not targets of a mandate.

2. Make the Better Choice the Easy Choice

Healthcare is full of inertia. Providers stay with legacy processes, employees return to familiar care settings, and purchasers renew arrangements that feel “good enough.”

Stakeholders can counter this by redesigning the default option. When high-quality, cost-effective care becomes the path of least resistance, behavior can change naturally.

3. Give People Information When They Need It

Healthcare decisions often feel abstract for patients until the point of care, and sometimes even until the bill arrives. Bridging that distance requires clarity and relevance.

For example, when you go to the grocery store, you respond to information at the moment you’re making a purchase. You wouldn’t remember a sale on chips that was advertised months earlier. Healthcare decisions work much the same way. Employees may receive valuable information during open enrollment, but by the time they need care, that information is often forgotten. To influence behavior, guidance, and incentives need to be available when decisions are actually being made.

4. Take the Guesswork Out of It

Uncertainty breeds avoidance. When costs are unpredictable and coverage is confusing, people default to the status quo. They’ll continue to do what they’ve always done.

Consistent education around transparency of pricing, benefits, quality metrics, and incentives reduces fear and builds confidence. When everyone understands the rules of the road, it is easier to make smarter decisions.

5. Show That it Works

People are more willing to change when they see proof that change works. We all can relate to someone we know and trust having had a positive experience.

By sharing data, outcomes, and real-world examples of what works, stakeholders make value visible. Shared evidence will become one of the most powerful motivators for sustained change.

Bending the Medical Cost Trend Together

Like my experience with parking, you’ve probably encountered a similar experience in your life. Change is hard, and many of us choose familiar options even when potentially better alternatives exist. Influencing change is even harder, but with intentional efforts it’s possible, even in healthcare.

No single stakeholder can fix healthcare alone. But together, we can remove barriers one at a time.

By aligning incentives, improving default options, and sharing accountability, we can bend the medical cost trend while improving access and outcomes. Over time, this shift will redirect resources away from avoidable costs and toward prevention.

Together we can build a system that rewards value over volume, a system where affordable, high-value healthcare is accessible to everyone.

Have you had a positive experience with an alternative healthcare solution? Reach out at [email protected].

Curt Kubiak is the President and CEO of The Alliance, a non-for-profit cooperative that helps employers save money on their healthcare spend. After an early career in the manufacturing sector, Kubiak has spent nearly two decades as an executive in the healthcare industry in Wisconsin.

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Sponsored Messaging | Trust Point

How Financial Education is Driving Better Retirement Outcomes for Employees

When it comes to preparing for retirement, knowledge truly is power. At Emerj360, we believe that education is one of the most effective tools to help employees make confident, informed decisions about their financial future—and we’ve seen firsthand just how impactful that support can be.

When employees feel informed, they’re more likely to take action—like participating in a 401(k) plan, increasing their contributions, or seeking personalized guidance.

Whether you’re a business owner, HR professional, or plan sponsor, you want your retirement plan to make a difference. Here’s how strategic financial education is doing just that for companies we work with—and how it can work for you, too.

Real Results from Financial Education That Connects

We’ve seen firsthand how the right education, delivered at the right time, can lead to real change. Here are two examples that show how education can move the needle:

100% 401(k) Participation After One Presentation

One employer had a SEP IRA Plan (Simplified Employee Pension Plan) in place, but employees weren’t sure what to do with the contributions. After hosting a kickoff education session for their new 401(k) plan, every eligible employee enrolled. That’s right—100% participation. Education gave them the knowledge and confidence to take control of their retirement savings.

A Surge of Interest After an Education Session

At another company, we led a group session focused on retirement basics and how to get started. Immediately after, more than 30 employees reached out to HR to ask for 401(k) enrollment information. When people understand the value of the benefit, they’re much more likely to engage with it.

Why Retirement Education Matters

Today’s workforce faces competing financial priorities—student loans, daily expenses, healthcare costs, and long-term goals. Simply offering a retirement plan isn’t enough. Employees need to know how to use it, why it matters, and how it fits into their overall financial picture.

That’s why our education goes beyond the basics. We meet employees where they are—providing digestible, jargon-free guidance that empowers them to take action, no matter their age or experience level.

What Emerj360 Provides for Employers

As part of your retirement plan partnership with Trust Point and Emerj360, you’ll gain access to a full suite of educational tools and support services, including:

• In-person and virtual group education sessions
• 1-on-1 support from our financial professionals
• A resource library with videos, guides, blogs, and planning tools
• Monthly financial wellness emails and ongoing touchpoints

We’ll work with you to create an education strategy that aligns with your plan goals and resonates with your employees.

Helping Employees Beyond Retirement

While we’re experts in retirement plans, our support doesn’t stop there. Emerj360 also offers personalized financial planning services for individuals—so employees who want a deeper dive into their full financial picture can get expert help with budgeting, debt management, investing, planning for college, or preparing for retirement.

This holistic approach gives your team the tools they need to make smarter money decisions—today and in the future.

Let’s Build a More Confident Workforce—Together

Financial education isn’t just a nice-to-have—it’s a powerful tool for employee engagement, retirement readiness, and long-term financial wellness. Whether you’re looking to boost participation, improve plan outcomes, or provide more value to your team, Emerj360 is here to help.

Want to see what a difference education can make? Let’s connect and talk about how we can support your employees through customized retirement plan education and personalized financial planning.

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Sponsored Messaging | Boardman & Clark

Wisconsin’s New Antisemitism Law

Storm Larson, Brian Goodman, and Emmerson Mirus – Boardman Clark Law Firm

On March 27, 2026, Wisconsin passed 2025 Wisconsin Act 143.  This law requires all levels of government to consider the definition of antisemitism adopted by the International Holocaust Remembrance Alliance on May 26, 2016, including its examples, when evaluating evidence of discriminatory intent for any law, ordinance, or policy in this state that prohibits discrimination based on race, religion, color, or national origin. That definition is that “Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities.”

Discrimination based on religion and creed has long been prohibited by state and federal law. However, this law is designed to ensure that government agencies think about religious discrimination more broadly, considering additional context when evaluating allegations of discrimination against Jews. This broader definition applies to the Equal Rights Division of the Department of Workforce Development. Therefore, employers should adopt this definition of antisemitism when investigating alleged antisemitism in the workplace to ensure the broader context of antisemitism is carefully evaluated when drawing a legal conclusion as to whether certain conduct constitutes antisemitism.

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