2025 Philly SHRM Symposium Recap
- Mar 31, 2025
- 4 min read
This week the blog focuses on HRD graduate assistant, AnaLeah Overbey, and her experience at the 2025 Philly SHRM Symposium! I attended the 2025 Philly SHRM Symposium, which had the theme of innovating HR for a dynamic.
The breakout sessions I attended covered various topics including inclusive work environments, appropriate conduct in the workplace, and personalities & culture. Each session called for critical thinking and learning experiences. Below are some of my key takeaways!
Keynote Session: Transforming HR with AI
Bestselling Author, CEO, Harvard Alumnus and Expert in Disruption, Artificial Intelligence and the Future of Work
At the beginning of the session Charlene presented an AI generated song about HR, and her very own virtual HR assistant which was an avatar of herself that could speak a variety of languages. Through these introductory exercises, she displayed AI use is not something we should be afraid of and it can be used in a variety of ways. In the HR space, AI can be useful for strategy creation as research shows AI can improve efficiency, increase engagement, and drive retention. Charlene argued AI will not be used unless there is a foundation rooted in simple, safe, and secure access. Furthermore, it is crucial for the top two levels of an organization to trained in AI as they are the strategic leaders. In closing Charlene stated that in these technologically advancing times, we need to be move away from needing to have all the answers to asking the right questions.
Key Quote: "AI won't replace you, someone using AI will"
CHRO Panel: Navigating a New Era of Talent
From left to right:
Moderator: Kelly Jones, Villanova adjunct faculty, Senior VP and CHRO of Federal Reserve Bank of Philadelphia
Diane Hart, Global Vice President of Human Resources at CRC Industries
Betty Larson, Executive Vice President and Chief Human Resources Officer at Merck
Jennifer F. Terry, Executive Vice President, Chief Human Resources Officer at The Bancorp Bank, N.A
Kristie Pappal, Philadelphia Eagles Vice President of Human Resources
CHRO Panel Takeaway:
1.) Addressing Challenges within an Organization
The panelists suggest listening and taking action in response to feedback about challenges (e.g., surveys). In addition to feedback, it is also important to determine skills and capabilities gaps. Once these gaps are identified, it is important to find ways to develop these capabilities and foster a trusting enviornment.
2.) The Importance of Collaboration
The panelists discussed the importance of sharing information amongst others. Panelists discussed how conferences can serve as a meeting of the minds for HR professionals. Also, the panelists stressed the importance interconnectedness of communication in organizations such that if there are different modes of communication, there is a central hub. Finally, the panelists emphasized the importance of effective communication because everyone does not have the same level of understanding when it comes to projects, ideas, and tasks.
3) Advice for HR professionals at all levels
The panelists were asked to reflect on their journeys and provide advice for professionals at each level, here are their key recommendations:
Invest in yourself (e.g., education, certificates, conferences)
Be a solution person for your team and offer help
Seek out mentorship opportunities
Always go somewhere in which you are uniquely skilled and valued
You have to earn your credibility
“When there is an opportunity, step in and say yes!”
-Kristie Pappal, Philadelphia Eagles Vice President of Human Resources
Managing the Noise: Continuing to Drive a More Inclusive Enviornment in Today's Workplace
Celeste R. Warren, Vice President, Global Diversity and Inclusion Center of Excellence at Merck
During his session, Celeste posits a holistic approach needs to be taken when organizations create inclusive work environments. A holistic approach includes expanding the talent pool, seeking diversity of thoughts, and creating psychologically safe environments. Additionally, organizations need to ensure there is fairness and equal opportunities for all in an equitable manner as equity fosters inclusivity. Celeste stressed for inclusion to be effective, it must be embedded throughout every level of an organization. When creating an inclusive workplace, leaders need to ensure their strategy focuses on making people count rather than counting people. The key takeaway from this session is organizations need to recognize individuals are different and as such workplaces need to be inclusive in spite of the outside noise of today.
A Quote from the Session: "Having uncomfortable conversations in the workplace is like working out."
The EEOC is NOT Messing Around: Harassment Prevention in 2025 and Beyond
Michael S. Cohen, Partner in Duane Morris’ Employment, Labor, Benefits and Immigration Practice Group
Michael started this session with the honest truth that regulations are changing daily. While regulations are changing, organizations need to question what they want to stand for. To reinforce this, we participated in an activity in which we rated different scenarios on whether they could be considered appropriate or inappropriate. Through this exercise and discussion, Michael stressed how important it is to not lose your humanity in the workplace. When considering harassment in the workplace we must remember that if someone engages in misconduct, intent does not matter. For instance, claiming to have a "bipolar moment" is harmful even if the phrase is said jokingly. Thus, we as HR professionals need to continue to put the human in HR.
A Quote from the Session: "You have no idea what is going on in someone else's head."
Creating Culture with Personality
Merrick Rosenberg, CEO at Take Flight Learning
Merrick discussed the DISC assessment in terms of birds (i.e., eagle (D), parrot (I), dove (S), and owl (C)). He argued that the common DISC acronym is easier to forget than the bird mnemonic. Through examples and scenarios Merrick called the audience to associate with a bird. Moreover, the audience was then challenged to experience communication in a form that differed from their own. It was through scenario based exercises Merrick reinforced the importance of communicating in someone's personality style. This is especially important for leaders because they tend to operate in their personality style even if their employees have a different style. The key takeaways are to not impose your style on others, remain energized by working in your style, and create a culture in which everyone can thrive.
A Quote from the Session: "Anything you memorize can be forgotten"
Overall, the Philly SHRM Symposium was an amazing experience for creating connections and learning about innovation in HR!
Pictured: HRD student and graduate assistant AnaLeah Overbey
Connect with AnaLeah here!
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