SHRM San Antonio is a non-profit professional organization with more than 500 members dedicated to the advancement of the human resource management profession. SHRM San Antonio is a chapter of the Society for Human Resource Management (SHRM) and most recently earned the SHRM Excel Platinum award for its achievements and contributions. The chapter continues to build upon its legacy by meeting members’ needs and carrying out our mission through our dedication to Learn Connect Serve.
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Edward Contreras | MEET EDWARD CONTRERAS: Secretary Edward Contreras serves as Secretary on the SHRM San Antonio Board. He is the Employee Relations Manager for a San Antonio-based nonprofit organization. His HR career began in 1997, with experience spanning government, manufacturing, education, and nonprofit sectors. Ed brings extensive HR / Employee Relations expertise, primarily in workplace investigations, dispute and conflict resolution, disciplinary actions, employee surveying, training, policy development, and HR analytics. He has been a guest speaker on Employee Relations issues both locally and nationally. A longtime supporter of the local HR community, with his initial Chapter membership beginning in the 1990’s, Ed returned to give back to the organization that helped him early in his career. As Secretary, he plays a key role in supporting the chapter’s governance, documentation, and operational excellence. Ed graduated from Harlandale High School in San Antonio, with a Bachelor’s Degree in Psychology from Syracuse University and a Master’s in Business Administration from Our Lady of the Lake University. His deep employee relations experience and commitment to the San Antonio HR community make him a trusted resource for HR professionals |
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Q: What is one employee relations trend HR leaders should be paying close attention to right now? Ed: Over the past few years, ER has experienced many changes in both scope and span of responsibility. There is an emerging re-evaluation of what ER does and its value to an organization. Prior to COVID, ER was primarily seen as the team that investigated complaints, processed grievances and issued employee discipline. In the past few years, ER is increasingly being tasked with understanding and improving the entire employee relationship with the workplace and optimizing that experience, from recruitment to onboarding to development to departure. To accomplish this, ER has become more connected with all HR areas, organizational operations, and has become more data oriented. Data sources such as surveys, people analytics, complaint tracking, training gaps, etc allows ER to focus on opportunities for improvement with their employees which are specific to them, and then to measure if improvements are successful. Industry wise, the biggest ER trend seems to be decreasing engagement and increased personal stressors, which is driving turnover, conflict, and dissatisfaction. Q: What is a common mistake do you see organizations make when it comes to minimizing liability in employee relations? Ed: Over my career, the most common mistake is becoming upset during a disagreement which impacts communication, collaboration, and problem solving. I learned early in my career the value of focusing on a person’s interest instead of being locked into a position during a conflict, so I always advise to remain rooted in curiosity during a conflict as this encourages open dialogue and seeking resolution. More often than not, having a conversation can help clear up misunderstandings or miscommunication, which can resolve issues before they become more complicated. Not having a conversation allows for disputes to grow and become increasingly emotionally charged, which increases potential liability. And of course, appropriately document what has been occurred and the actions taken. Q: What advice would you give HR professionals navigating complex employee relations issues? Ed: My advise is two-fold, personal and professional. Personally, be aware of your own emotional boundaries and appreciate that ER issues can impact your own mental health. HR / ER professionals should allow time to reflect and remind themselves that these issues are a professional dispute instead of a personal matter. Finding the mindset of being empathetic and caring, but not becoming emotionally invested, is an important balance to avoid burnout. Secondly, as we navigate and resolve a complex ER issue, stay aware on the root cause(s) that contributed to the situation. Ultimately, ER should help build relationships, even broken ones. If there is an opportunity to help bring meaningful improvements to the work environment, then let’s leverage our opportunity to flip a bad situation into one of learning, growth, and clarity. |
Board of Directors
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Rhonda MichelVolunteer DirectorWells Fargo |
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Our History
Founded in 1959, SHRM San Antonio was originally called the San Antonio Personnel Management Association (SAPMA) and consisted of approximately 25 members.
The founding members established the association as a means to provide a forum for personnel and industrial relations professionals in the community.
Click here to read more.2022 SHRM Excel Platinum AwardCongratulations to the SHRM San Antonio (previously SAHRMA) for receiving the 2022 Platinum Excel Award, the highest honor awarded by SHRM for accomplishments and strategic initiatives that elevate the Human Resources profession. Congratulations also to the Texas SHRM Council for also receiving the 2022 Platinum Excel Award. Click here to view a complete list of winners. | 2022 SHRM Foundation Top 25 AwardSHRM San Antonio has always been an award-winning SHRM Chapter. Congratulations SAHRMA - #10!!  |
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