SHRM West Sound 2026 Q2 Newsletter 
President's Report
As we reach the midpoint of the year, I want to take a moment to reflect on the progress we've made together and express my sincere appreciation for the engagement, dedication, and support of our SHRM West Sound community.
When I stepped into the role of President earlier this year, I shared my commitment to fostering an environment where members feel supported, informed, and inspired. Over the past several months, I have been encouraged by the enthusiasm and participation of our members, volunteers, sponsors, and board leaders who continue to make our chapter a valuable resource for HR professionals across our region.
This year, we have focused on delivering meaningful programming, strengthening professional connections, and creating opportunities for learning and growth. Whether through our monthly meetings, educational programs, networking events, or volunteer efforts, our chapter continues to demonstrate the power of a strong HR community.
The HR profession remains as dynamic as ever. We continue to navigate evolving workplace expectations, emerging technologies, workforce challenges, and changing regulations. Through it all, our members have shown resilience, adaptability, and a commitment to leading their organizations with both expertise and empathy.
As we look toward the second half of the year, our priorities remain clear:
- Continuing to provide relevant, timely educational opportunities.
- Strengthening member engagement and professional connections.
- Expanding partnerships that support our chapter and the communities we serve.
- Creating opportunities for meaningful conversations around the issues shaping the future of work.
I encourage each of you to stay involved, attend upcoming events, share your ideas, and invite colleagues to experience the value of SHRM West Sound. Your participation is what makes our chapter thrive.
Thank you for being part of this incredible community. I am proud of what we have accomplished together so far and excited about what lies ahead. I look forward to continuing our work together as we support one another, grow professionally, and strengthen the HR profession throughout the West Sound region.
Warm regards,
Rachelle Tate
President, SHRM West Sound
Thank you to our Sponsors!
Our Spring Leadership Conference was a tremendous success, and it wouldn't have been possible without the generous support of our sponsors. A heartfelt thank you to The Partners Group, Alliance 20/20, Tessera, and West Sound Workforce for investing in our HR community and helping make this event such a meaningful experience. Your partnership allows us to provide valuable professional development, foster connections, and strengthen leadership across the West Sound. We appreciate your continued support and look forward to partnering with you again!
Calendar of Events
Bring a colleague or come alone - Just come to our annual July Social! Please RSVP so we can plan accordingly. Registration is FREE!
We're gathering 7/22/2026 at the Yoked Farmhouse & Brewery from 5-7pm.
Member Social
Visit, laugh, and meet new HR colleagues!
Volunteer Info
Learn about volunteer opportunities (big & small) - Lots of easy ways to get involved!
New Member Recruitment
Help us grow our chapter and recruit new members!
Support the SHRM Foundation
We will have raffle baskets for a chance to win, with funds raised going directly to the SHRM Foundation.
Tickets
$0.00 RSVP - member ticket - no charge
$0.00 RSVP - non member (guest) ticket - no charge
Upcoming Conferences
Save the Date!
Mark your calendar for the SHRM West Sound Fall Conference on Thursday, November 12, 2026!
We're planning a full day of learning, networking, and professional development designed to inspire HR professionals across the West Sound. Whether you're looking to earn professional development credits, connect with peers, or gain fresh insights, you won't want to miss it.
More details, including speakers, agenda, registration, and location, will be announced soon. Stay tuned!
Ideas and Suggestions
Interested in Making an Impact? Join the SHRM West Sound Board!
As we begin planning for 2027, we're looking for passionate HR professionals who want to help shape the future of SHRM West Sound.
Serving on the Board is a rewarding way to:
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Grow your leadership skills
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Expand your professional network
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Give back to the HR community
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Help create meaningful programs and resources for our members
Whether you're an experienced leader or looking to get more involved, we'd love to talk with you. We welcome a variety of perspectives, experiences, and talents as we build a strong and engaged leadership team for the year ahead.
If you've ever thought about serving—or simply want to learn more—now is the perfect time to explore the opportunity.
Interested? Reach out to Amanda, President-Elect, at [email protected]. We'd love to connect and answer any questions you have.
Together, we're building a stronger HR community across West Sound—and we'd love for you to be part of it.
Sponsor Spotlight
Why managing benefits feels harder right now and what employers can do
Managing employee benefits feels harder than it used to.
Costs keep rising. Expectations are higher. And with more solutions available than ever, it’s not always clear which ones will make a real difference.
For me, the goal is simple. Are the benefits we’re offering practical for employees, and do they support what the employer is trying to accomplish?
That balance looks different for every organization. What works for one workforce may not matter to another. That’s why I don’t believe in one-size-fits-all solutions. Benefits work best when they are built around the people they’re meant to serve.
Why Benefits Feel So Challenging Right Now
Because of that, the current environment can feel especially difficult to navigate.
Most employers I work with feel pressure from multiple directions. Costs are increasing quickly, especially in areas like pharmacy. At the same time, the market has become crowded with new vendors and solutions, many of which promise “silver bullet” fixes to complex problems.
But more choices don’t always create more clarity.
Instead, they can make it harder to determine which benefits actually matter and create value. Employees are often left navigating multiple access points, overlapping services, and unfamiliar resources, which makes benefits harder to use when they’re needed most.
Over time, that lack of clarity shows up in other ways. Employees delay care, make uninformed decisions, or disengage altogether. And that tends to increase both stress and long‑term cost.
Simplicity Is What Truly Drives Value
That’s why I come back to a simple principle. Benefits don’t need to be complicated to be effective.
In fact, complexity is often what gets in the way.
Technical language and overly complex explanations can make it harder for employers and employees to ask questions or feel confident in their decisions. When that happens, even well-designed benefits can go underutilized.
I think of myself as an educator first. My role is to explain how benefits work in a way that makes sense, so people can use them.
When that happens, engagement improves. Employees access care earlier and make more informed choices. Over time, that leads to better outcomes and often more sustainable cost control.
Start with the Foundation
Once you look at benefits through that lens, it becomes easier to see where things can go off track.
A common mistake I see at renewal is building new ideas on top of a weak foundation. Many employers don’t have a clear view of how their plan design influences behavior or cost. In some cases, contribution strategies or plan structures unintentionally drive decisions that increase spending over time.
Before adding something new, it’s worth stepping back and evaluating the basics.
I’ve worked with employers who made targeted adjustments, like simplifying plan options or clarifying incentives, and saw meaningful improvements in participation and engagement. The changes weren’t dramatic. They were intentional.
Progress Doesn’t Require a Complete Overhaul
From there, the next question is often how much needs to change.
There’s a perception that meaningful improvement requires major disruption or significant new investment. That hasn’t been my experience.
Some of the most impactful changes are smaller ones: removing barriers, improving access, or making benefits easier to navigate. When employees can engage earlier, it often prevents more serious and more costly issues later.
The key is staying clear on the goal. Whether the focus is cost management, access to care, or supporting specific needs, clarity helps prevent unnecessary complexity along the way.
Partnership Happens Outside of Renewal
That kind of clarity doesn’t happen in a single meeting.
Benefits strategy isn’t a once‑a‑year conversation. It requires ongoing attention, context, and collaboration.
For me, partnership means staying connected throughout the year, understanding what’s happening within an organization, and being available when challenges come up. Every employer is different, but the commitment should stay the same.
It also means doing the right thing, even when it takes more work or when no one is watching. Transparency and trust are foundational to how I approach my relationships.
Having spent time on the carrier side, I’ve seen how strong, respectful partnerships between consultants and carriers can lead to better outcomes, especially in challenging situations.
A Final Thought
If there’s one thing I hope employers take away, it’s this: you’re not stuck.
It may feel that way at times, especially in a market that continues to change as quickly as this one has. But most organizations have more influence over their benefits strategy than they realize.
The biggest shifts don’t always come from adding something new. They often come from stepping back, asking better questions, and making thoughtful, intentional adjustments.
Benefits don’t have to be complicated to work well. They just need to be clear, consistent, and built in a way that people can actually use.
And when that happens, everything else becomes easier to manage.
Adriann Dooly GBDS | Benefits Consultant | Shareholder | The Partners Group LLC. CA License #0E63494
1111 Lake Washington Blvd N, Suite 400 | Renton, WA 98056 |(425) 691-2596 | thepartnersgroup.com
SHRM Certification
Earning your SHRM-CP or SHRM-SCP credential makes you a recognized expert and leader in the HR field.
The SHRM-CP and SHRM-SCP are offered during two windows each year. When applying for the exam, you must apply during the application period that coincides with your testing window. Applications must be received by the standard deadline for each window.
Exam: Dec. 1st - Feb. 15th
Resources
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