The 2024 CUPA-HR Annual Conference and Expo is quickly approaching, and we are so excited to spend three days surrounded by our higher ed HR peers at Disney’s Coronado Springs Resort in Orlando! The conference offers an outstanding lineup of keynote speakers and sessions on AI in HR, leadership development, recruitment, retention, inclusive communities, and more — plus new ways to customize your conference experience with unique learning and networking opportunities. Register by July 24 to take advantage of our early registration rate: https://ow.ly/C6gx50SBMIG
CUPA-HR
Human Resources Services
Knoxville, Tennessee 11,038 followers
College and University Professional Association for Human Resources
About us
CUPA-HR is higher ed HR. We serve higher education by providing the knowledge, resources, advocacy and connections to achieve organizational and workforce excellence. As the association for HR professionals in higher education, CUPA-HR provides leadership on higher education workplace issues in the U.S. and abroad. We monitor trends, explore emerging workforce issues, conduct research and promote strategic discussions among colleges and universities. We provide opportunities for our members to connect with one another and to develop professionally by hosting conferences and webinars, publishing tools and resources, and offering online communities for collaboration. We also partner with other higher education and HR management associations to advocate on legislative and compliance issues that impact the higher ed workplace. Learn more at www.cupahr.org/about.
- Website
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http://www.cupahr.org
External link for CUPA-HR
- Industry
- Human Resources Services
- Company size
- 11-50 employees
- Headquarters
- Knoxville, Tennessee
- Type
- Nonprofit
- Founded
- 1946
Locations
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Primary
1811 Commons Point Drive
Knoxville, Tennessee 37932-1989, US
Employees at CUPA-HR
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Tammy White
Consultant │ Facilitator │ Coach │ Strategic HR Partner │ Mentor│ Leadership Development │ Organizational Development │ Performance Management │…
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Andy Brantley, EdD
President and CEO at CUPA-HR
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Jacqueline Bichsel
Associate Vice President of Research at CUPA-HR
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Kelli Brown
Business Intelligence and Technology Manager at CUPA-HR
Updates
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Each month, CUPA-HR General Counsel Ira Shepard provides an overview of several labor and employment law cases and regulatory actions with implications for the higher ed workplace. Ira's July overview includes the end of the University of California graduate student strike, a Title IX lawsuit, court challenges against workplace DEI programs, a transgender woman's claim that she was wrongly denied medical coverage, and more. Read now: https://ow.ly/2x0E50SzJan
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Supervisor training and leadership development are top priorities for HR. Learn how to support supervisors, mitigate burnout and foster career development for employees seeking more fulfilling roles, even if they don't aspire to be supervisors. Learn more: https://ow.ly/VMxB50SybcM
Five Resources to Level Up Supervisor Training and Leadership Development
https://www.cupahr.org
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As we prepare for a new year at CUPA-HR, we want to take a moment to thank those who have served on the board of directors over the past year. The board, which guides the association’s strategic priorities, is an incredible team of higher ed HR leaders who are dedicated to supporting and advancing the higher ed HR profession. They have invested countless hours of their time and energy in leading our profession and our association, and we are so grateful for their wisdom and guidance. We couldn’t accomplish our mission without our leaders. Thank you for your dedication and commitment! Pictured from left to right: Andy Brantley, Heather Hart, Kristi Yowell, Ale Kennedy, Eugene Whitlock, Kelli Shuman, El pagnier Kay Hudson, Jay Stephens, Jami Painter, Josh Mackey, Robyn Salvo, Jazzmine N. Clarke-Glover, Helena A. Rodrigues, Christine Lovely, Maureen Binder, Clarity White, Lynne Adams and Connie Putland. Also pictured: Rob Shomaker, Senior Vice President at CUPA-HR.
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In response to the release of the new FLSA overtime rule, CUPA-HR analyzed its annual workforce data to determine the impact on higher ed institutions (particularly relative to institutional operating expenses) and the positions most likely to be affected. Read the report: https://ow.ly/UVhb50SpzmA
https://www.cupahr.org/wp-content/uploads/advocacy/Potential-Impact-of-the-2024-Overtime-Rule-on-Higher-Education-FINAL.pdf
cupahr.org
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One of the most meaningful ways to honor Juneteenth is to translate its lessons into tangible action. CUPA-HR offers resources, tools and research data to help confront and change racial inequities in the higher ed workforce. Read now: https://ow.ly/rMRX50Slbnj
Taking Steps Toward Equity on Juneteenth
https://www.cupahr.org
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CUPA-HR is hiring! We're looking for an enthusiastic, adaptable and creative individual to join our team as a Survey Researcher. View the job posting to learn more and apply: https://lnkd.in/dqyutuE
Employment Opportunities
https://www.cupahr.org
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Neurodiversity in hiring and recruiting can help higher ed HR tap into an often-untapped talent pool. But some professional norms — including certain hiring practices — can be major barriers for neurodivergent candidates. Shifting your mindset can help, says Christy Sigler of Middle Tennessee State University. We spoke to her about increasing neuroinclusion in the higher ed workplace. Her message for HR is to shift from thinking, “it’s always been done this way,” to asking, “why has it always been done this way?” Christy also provided these tips on neuroinclusive recruiting and hiring: -Avoid vague language in job descriptions, such as “good communicator” or “team player.” -Provide the agenda and interview questions ahead of time. -In interviews, “don’t judge people based on small talk,” Sigler says. It’s difficult for autistic people to make small talk, and it’s often not necessary for the job they’re being interviewed for. -Don’t require or expect eye contact. -Use concrete questions when interviewing. For example, replace “What’s your biggest weakness?” with “What’s the hardest part of your job?” -Have one or two people conduct the interview rather than a panel. -Examine how elements like “culture” and “fit” may block efforts at inclusion. For on-the-job neuroinclusion tips, and a deeper dive into neurodiversity in the higher ed workplace, see our links in the comments.
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Each month, CUPA-HR General Counsel Ira Shepard highlights cases and regulatory actions with implications for higher ed. June's overview includes legal action taken against striking academic workers, a discrimination claim related to mandatory anti-discrimination training, Title VII claims, and more: https://ow.ly/V9T150Shqlk
HR and the Courts — June 2024
https://www.cupahr.org
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The 2024 CUPA-HR Annual Conference and Expo is less than four months away! We're excited to announce our concurrent session lineup, which offers new perspectives on timeless topics including Artificial Intelligence for HR, recruitment and retention strategies, federal regulatory and legislative news from D.C., and more! Check out our lineup of 50+ newly posted sessions and register today: https://ow.ly/5zln50SeIpL #cupahr24 #higheredhr
Session 1 | CUPA-HR 2024 Annual Conference and Expo
https://conferences.cupahr.org/annual2024