|
The HR Newsletter of the Council of Industry
August 7, 2025
|
|
Council of Industry Staff and Members Celebrate Apprentice Successes
|
|
|
The Council has been traveling around the Hudson Valley over the last month, visiting member companies in the Manufacturing Intermediary Apprenticeship Program, to celebrate apprentices that have been going above and beyond in their programs.
Stopping by onsemi, Sono-Tek, Howmet Aerospace, Fala Technologies, with more to go, deserving apprentices received a Certificate of Achievement.
These certificates went to apprentices that have been working especially hard at each company, along with filling out their bluebooks on time and are on top of their related instruction courses, said Emma Olivet, workforce development manager at the Council.
Some apprenticships last as long as 4 years and employers recognize it is important to acknowledge their hard work as they progress through the program.
Elna Magnetics - which will be celebrating its Apprentices in the MIAP Program later this month - is quick to appreciate their apprentices' milestones.
“We feel celebrating milestones alongside our apprentices, and the Council of Industry, is an important part of recognizing their dedication and achievements." said Cassidy Schuman, senior human resources administrator at Elna Magnetics. "Appreciation Ceremonies serve as a meaningful way to express our gratitude and acknowledge the hard work the apprentices put in!"
Congratulations, Apprentices!
Click Here to learn more about the MIAP Apprentice Program
Click here to learn about our upcoming apprenticeship webinars, office hours and more!
|
|
|
PWC Report: Frontline Manufacturing Leaders are More Critical to Company Success Than Ever Before...
Council's Certificate In Manufacturing Leadership (CML) Training Delivers Essentail Skills.
|
|
Today’s manufacturers face a pressing challenge: enhancing the experience of their frontline employees. In addition to being the core of operations, these workers are often responsible for safety, productivity, profitability and efficiency on the factory floor. Addressing the demands of this changing workforce requires more than immediate fixes; it calls for a longer-term engagement and development strategy that goes beyond traditional incentives like pay increases or benefits expansion.
The findings suggest that manufacturers are at a critical crossroads. They can stick to business as usual and risk missing opportunities to enhance the workplace experience or take the proactive route by investing in training to upskill their frontline leaders — particularly in communication, emotional intelligence and digital literacy. It’s clear that training matters. As the PWC research shows, more than three quarters (76%) of manufacturing leaders agree that adequate training plays an extremely important role in empowering frontline leaders to create a positive employee experience.
Read more at PWC
|
|
The Council of Industry's Certificate in Manufacturing Leadership (CML) program offers front line managers a range of leadership skills through concentrations of courses. Participants who complete the required courses are presented with the Certificate in Manufacturing Leadership by the Council of Industry.
The nest session that begins August 13th has room for one more attendee. The next session will begin in early 2026.
Reach out to Emma Olivet for more information!
|
|
CML Alumni - Dust Off Your DiSC Profiles and Upgrade for FREE to the Catalyst Platform
|
|
The DiSC Assessment tool is a critical component of the Council's Certificate in Manufacturing Leadership program. The tool provides a common language people can use to better understand themselves and those they interact with—and then use this knowledge to reduce conflict and improve working relationships.
The good news is that now there is an opportunity for previous graduates to refresh and upgrade their profiles to keep them fresh and relevant. Whether you have been using the DiSC content or not, you can access and use this valuable information by upgrading yourself, or members of your team, for free to Catalyst, an immersive platform, no printed reports necessary.
Everything DiSC Workplace on Catalyst takes the Everything DiSC Workplace experience to the next level. Designed to engage everyone in building more effective relationships at work, Everything DiSC Workplace on Catalyst helps people adapt to others in real-time.
Any past Everything DiSC learner who completed the profile online is eligible for a FREE Everything DiSC Workplace on Catalyst upgrade through December 31, 2025. Contact us at info@councilofindustry.org to request an access code. After additional DiSC questions, you or your team member will have the ability to see your results and comparisons to anyone who has completed the Workplace DiSC profile as part of a Council of Industry program.
It’s not quite summer reading, but it is a good way to achieve the goal of building more effective work relationships by the end of 2025.
Read more
|
HR Manufacturing Sub Council Meeting - September 16th Current Issues in HR and Answers to Your Questions
|
|
|
The HR Manufacturing Sub-Council brings together HR professionals from across our manufacturing member companies to connect, collaborate, and exchange ideas in a dedicated, industry-specific setting.
The September meeting with feature Attorneys Thomas McDonough and Rob Guidotti from Associate member Labor Law Firm Jackson Lewis, LLP, who will provide an update on recent changes to labor law and policy. there will also be time for attendees to ask the attorneys thier HR related questions.
This sub-council is open to Manfuacturing Member HR professionals, business owners, and anyone managing HR responsibilities within manufacturing member companies. The September meeting will be held on the 16th from 8:30 – 11:00 AM at a to be determined location. in the Newburgh/Beacon area.
(If you're an associate member or part of our extended network, reach out to Johnnieanne Hansen to discuss ways to join the conversation.)
Register Here (Manufacturing Members only please)
|
|
|
Golf Outing SOLD OUT - Thank you to our Generous Sponsors
|
|
|
The August 25th Golf Outing is sold out - but a few sponsorships (Best Ball and tee sponsors)- are still available.
Contact us to secure one of the remaining sponsorships
Thank You Sponsors!
Shirt Sponsor - Thank you NRG
Best Ball Prize Sponsor - Still Available - $1,250
Closest to the Pin Prize Sponsor - Thank you Fisch Solutions
Hole In One - 1,050 - Thank you Elna Magnetics
Tee Sign Sponsors:
More Tee Signs Available - Click Here to learn more
|
|
|
Manufacturing Day is October 3rd - Live Broadcast for Ulster BOCES New Faciltity at iPark 87
|
|
|
Celebrated annually on the first Friday in October, with events continuing throughout the month and beyond, MFG Day—Manufacturing Day—is a national grassroots movement that demonstrates the reality and future of modern manufacturing careers. Thousands of companies and educational institutions nationwide are invited to open their doors to students, parents, educators and community leaders.
Among several events already planned for the big day is a live radio broadcast by Tom Sipos and Hudson Valley Focus Live from Ulster BOCES new Career and Technical Center located at iPark 87 in Kingston. The broadcast with feature students, educators, manufacturers and others committed to growing the manufacturing workforce in the Hudson Valley.
Learn more about Mfg Day and how your company can participate
|
|
Upskill Your Workforce With Manufacturing Apprentice Program Electro-Mechanical Technician (EMT) Trade
|
|
|
Electro-mechanical and mechatronics technologists and technicians combine knowledge of mechanical technology with knowledge of electrical and electronic circuitry. They operate, test, and maintain unmanned, automated, robotic, or electro-mechanical equipment.
Work Processes (Skills learned on the Job) Approximate Hours for Electro-Mechanical Technician:
- Safety and Workplace Orientation: 250 hours
- Mechanical Repair: 2,000 hours
- Electrical Repair: 950 hours
- Electronic Repair: 1,900 hours
- Preventative Maintenance : 2,750 hours
- Miscellaneous: 150 hours
Total Hours: 8,000
Minimum of 144 Hours of Related Instruction (Classroom Learning) Required for Each Apprentice for Each Year:
- Safety & Health
- Engineering Drawings
- Mathematics
- Trade Theory and Science
- Computer Fundamentals
- Welding (if performed on-the-job)
- Working on High-Voltage Manufacturing Equipment
- Interpersonal Communications: oral and written
- Sexual Harassment Prevention
If you want to know more about the EMT trade and if it might be right you’re your company contact Johnnieanne Hansen
|
|
|
Thinking About Apprenticeship at Your Company? Learn More About The Program with MIAP Webinars & 'Office Hours.'
The Council of Industry is happy to announce that it will be hosting six webinars -- one for each trade offered through the Manufacturing Intermediary Apprenticeship Program -- to connect with individuals who might be interested in the program and want to know more!
These sessions will provide more information on each trade, as well as give potential apprentices the opportunity to ask questions about the program before making their decision.
Upcoming Webinar Schedule:
We are also planning on holding virtual office hours on a monthly basis, at varied times to make sure we are available to all apprentices. The next virtual office hours will be held September 9th from 4:00 - 6:00 PM for current apprentices, mentors or contacts who may have general questions or need support. This will be a casual, drop-in format—no formal agenda, just a space to connect and troubleshooting as needed.
Click here to learn more
|
|
|
News for HR and Workforce Professionals
|
|
|
3 Reliable Steps to Align HR with Business Objectives
|
|
|
HR departments perform at their best when their strategic planning is closely aligned with overarching business goals, said Alexander Pullen, an HR consultant for SHRM Business. Too often, Pullen argued, organizations mistake having a list of planned initiatives for having a strategy. “Strategy is not just a series of plans or loose direction, a loose vision,” he said. When HR departments focus on routine programs out of habit or tradition, they may miss opportunities to drive meaningful impact, Pullen said.
Pullen identified three critical steps that he has seen organizations reliably use to drive strategic alignment:
- Achieve clarity on goals. Real alignment begins with understanding the goals of the organization. HR leaders need to understand what “winning” looks like to their CEO, Pullen urged. HR leaders should connect with their CEO or a trusted proxy, such as the chief operating officer, to clarify how HR operations can connect to organizational priorities. Leaders should ask pointed questions about the organization’s vision but also seek to understand how that vision should translate into deliverable outcomes in the near future, he said.
- Drive functional collaboration. Once the broader goals are clear, HR must collaborate with the functions that are most responsible for driving organizational success, such as customer success or innovation teams, and agree on a common approach. Instead of every division growing as fast as possible, Pullen said different divisions need to “grow in the same direction.”
- Tell a clear and compelling story. Leaders shouldn’t be satisfied with distilling a strategy into a dense, data-heavy slide deck no one will ever read, Pullen said. Your strategy should be developed into a clear, concise narrative that the average worker can understand. He advised that the test of a good strategic narrative is whether employees could explain the strategy to a family member who was unfamiliar with the business and have them understand. This narrative is crucial for helping employees internalize the strategy and turn it into action. “The reality is, if we cannot translate our strategy into a story, it’s not going to enable the level of excellent execution that we want,” he said.
Read more at SHRM
|
|
|
Manufacturers Aren’t Ready for Work Coming Back to the US
|
|
There’s a growing narrative that AI is the only force reshaping work, as if a tidal wave is just offshore, ready to crash. In meetings and strategy sessions, it’s almost all anyone talks about. Will it replace jobs? Turbocharge productivity? Yes, artificial intelligence is going to change a lot. But so is something else — something more immediate and more familiar. Work itself is coming home. This isn’t the kind of manufacturing America offshored decades ago. What’s returning looks very different: semiconductors, sensors, software and precision tools.
To meet this moment, companies need to get serious about building systems that develop talent, not just manage it. That starts with tracking skills more than job titles. Think of it as a capability map: who can do what, who can learn what and where the gaps really are. Entry-level workers need stronger skills, sharper instincts and a deeper grasp of how the business actually works. Managers need more than encouragement. They need clear expectations, practical tools and the authority to act. It’s not enough to say “lead.” They must be shown what leadership looks like in today’s environment — how to diagnose, decide and drive action. And people development deserves the same level of investment as any major product rollout. No one would launch a new platform without infrastructure. Why would you launch a workforce strategy without one?
Read more at Industry Week
|
|
Is The Workforce Ready To Revive US Manufacturing?
|
|
|
Manufacturing in the United States isn’t romantic.
Despite what glossy ads, political speeches and tech expos suggest — gleaming robots, spotless factories and the promise of bringing jobs back home — the reality can be more rough. I’ve learned it’s steel-toed boots, long hours and being measured by your last shift, your last run, your last screw-up. And for those who stay it’s also about pride, grit and mastery. But none of it comes easily.
Most people don’t “choose” manufacturing; they land in it. Sometimes from a technical school. Often from circumstance. You get your foot in the door — running a filler, packing pallets, loading raw materials — and you realize quickly that no one’s waiting to hand you anything.
The work is physical. The pay at the beginning is barely enough. If you survive the grind — and learn to lead — manufacturing offers something no desk job can. You can point to something and say, “We made that.” Manufacturing will harden you, humble you, and — if you let it — shape you into something fierce and capable. But it’s not for the faint of heart or the glory seeker. It’s for those who believe in execution over excuses, in teams over titles and in building things that matter — even when no one’s looking. So, what’s it like to build a career in U.S. manufacturing? It’s brutal. It’s beautiful. And it’s real work.
Read more at HR Dive
|
|
How The New Federal Spending Law Affects Overtime
|
|
|
After highly contentious debate in the House and Senate in the last few weeks, Congress recently passed—and President Trump signed into law—the so-called “Big, Beautiful Bill.” The federal spending plan was championed by Republicans, who supported the extension of tax cuts and broader defense spending, while Democrats sharply criticized the funding of such increases by slashing Medicaid and other programs. Given the broad nature of the measure, it will, unsurprisingly, impact employers in a range of ways, experts say, perhaps most visibly related to new tax regulations on overtime.
According to Nisha Verma, a labor and employment litigation partner at Dorsey, a key tax change for overtime and tip payments will likely drive some new employer trends. According to the White House, under the new law, workers will now be able to deduct on their taxes amounts paid to them as tips and/or overtime. With some caveats, workers can deduct up to $25,000 in tips and $12,500 in overtime pay. That alone, Verma says, could produce “interesting side effects” within the employment landscape, including a much sharper focus on overtime management. Employees will likely feel incentivized to seek more overtime compensation, and, as a result, leadership may need to consider new rules that limit overtime.
She says some wage and service industries have already broadened overtime and tips tax relief over the past few years. “That employer strategy has been driven, in part, by competition and a strong job market, as employees could easily jump to a job with tips—prompting more employers to set up a tip system,” she says. The tip deduction will accelerate that trend, while at the same time, it may discourage employers from raising base wages.
Read more at HR Executive
|
|
|
A dangerous narrative is taking hold among HR leadership teams across the country, a story of effortless, overnight transformation powered by AI. It is a seductive mirage shimmering in the desert of corporate ambition, promising untold riches and seamless automation from a technology that is still in its turbulent adolescence. This story sells a future that is as intoxicating as it is illusory, and it threatens to poison the well for everyone investing in this powerful new capability.
Imagine an AI agent in procurement autonomously identifying a supply need, negotiating terms with a vendor’s AI agent and executing the purchase order without any human touching a keyboard. Now, imagine that agent misinterprets a regional sales forecast and ordering ten million dollars of the wrong component, or the vendor’s agent exploits a loophole in your agent’s programming to lock you into unfavorable terms. This is the core of the problem. The vision of full autonomy dramatically underestimates the monumental challenges of reliability, security and integration. As documented in Stanford University’s comprehensive AI Index Report, even state-of-the-art models exhibit surprising fragility and can fail in unpredictable ways. These agents must operate within a company’s tangled web of legacy systems — the decades-old enterprise resource planning (ERP) software, the proprietary databases, the custom-built applications — that were never designed for this kind of interaction.
Read more at Smart Brief
|
|
|
AI As A "Thought Partner" Raises Workplace Loneliness
|
|
|
Artificial intelligence could be increasing feelings of isolation in the workplace, as more employees interact with these tools instead of their own colleagues, according to a new report. Findings from a new survey from design firm MOO reveal that 84% of employees in the United States who are urged to use AI experience loneliness. This figure surpasses the average of 79% of workers who report feeling isolated at work — a number that climbs even higher among younger generations, with 89% of Gen Z and 82% of Millennials experiencing increased feelings of loneliness.
These findings come as 65% of employees engage in cognitive outsourcing, where employees turn to technology before asking a colleague. Millennials are most likely to engage in this practice, with 71%, as they turn to AI first before engaging with colleagues. Only around half of Baby Boomers (51%) and Gen Zs (51%), on the other hand, engage in similar behaviour. MOO's findings follow Microsoft's latest Work Trend Index that shows 46% of employees now see AI as a "thought partner" and are turning to it more to avoid human interaction at work.
Read more at Human Resources Director
|
|
|
US Wage Growth Outpaces Inflation, Especially In Certain Sectors, Report Finds
|
|
|
Although wage growth has cooled since 2022’s highs, it remained above inflation and held stable in June, according to a July 24 report from Indeed’s Hiring Lab. Based on federal data, 57% of workers’ pay grew faster than inflation, up from a low of 44% during the peak of inflation. In particular, certain higher-paying occupations — such as electrical engineering, legal services and marketing — had higher wage growth.
“Comparable wage growth measures have also slowed but generally remain higher than the pace of inflation, giving workers a boost in real income,” Stahle wrote. “But the latest data show that not every American is experiencing the same boost in purchasing power, and many may not be seeing any boost at all — a worrisome turn amid fears of an impending tariff-driven rekindling of inflation.” Annual wage growth peaked at 9.4% in January 2022 and fell steadily through spring 2024 before stabilizing at rates similar to those seen pre-pandemic, Stahle wrote. During the first half of 2025, wage growth slowed again, reaching 2.9% year-over-year in June. With the annual inflation rate at 2.7% in June, the gap is at the narrowest point in 12 months, he noted.
Read more at HR Dive
|
|
|
2026 Salary Budgets Expected To Remain Flat, Employers Are ‘Rethinking’ Value Propositions
|
|
|
New research finds that when it comes to salary increase budgets for 2026, few organizations are planning any big changes. WTW’s most recent Salary Budget Planning Report uncovered that the average salary increase budgets for U.S. companies are expected to remain flat next year at 3.5%, the same as the actual budgets of 2025. WTW’s Rewards Data Intelligence practice conducted the survey this spring across 157 countries worldwide, with more than 29,128 responses, including nearly 1,600 from the U.S.
Even without big salary increases, employees are staying put. According to WTW, fewer organizations this year found employee stability challenging compared to the past two years. Less than one-third of organizations (30%) reported difficulty attracting or retaining employees, representing a decrease of 11 percentage points since 2023. Yet, that’s not to say employers aren’t working to meet employee needs without significant raises.
Innes says that 75% of companies with U.S. operations reported recent or planned investments to improve the overall employee experience, and 62% are increasing targeted workforce development opportunities.
“As employers navigate continued economic uncertainty, ongoing increases in labor costs and the changing needs and expectations of employees, they are positioning themselves for what is to come and making investments in their workforces that go beyond pay raises,” says WTW’s Lori Wisper, managing director, Work & Rewards.
Read more at HR Executive
|
|
iCIMS July Labor Market Insights – US Hiring Snapshot: High Interest, Slower Conversions.
|
|
|
Candidate interest remains strong, with job applications up 14% year over year. However, volume has declined for the second month in a row. This is down 10% from May, suggesting early signs of slowing momentum. Hires remain down 1% year over year, signaling employers may be holding steady or struggling to move candidates through the funnel efficiently. Job openings are up 7% year over year, indicating that demand is there — but the disconnect between employer need and hiring outcomes persists.
- Applicant surge: The average APO rose from 28 to 34 year over year — a 21% jump.
- No speed gains: Despite the higher volume, time to fill edged up from 39 to 40 days.
- Signal vs. noise: The disconnect suggests process inefficiencies — or more cautious decision-making — are slowing time to hire even in a high-interest market.— like electricians.
Read the Report
Learn more about the Council of Industry’s Manufacturing Career Hub Driven By iCIMS
Check out the MIAP Apprentice Program
|
|
|
Council of Industry Insight Exchange
|
|
|
Insight Exchange, Season 1 Episode 9: Safety is No Accident: Build a Safer Workplace - Presented by Insperity
|
|
|
NOTE: Insight Exchange along with other Council of Industry programs and services will soon require members to log into their Member Compass account.
Join Jennifer Libby and Peter Zaretskiy from Insperity in this Insight Exchange episode as they explore how manufacturers can implement a sustainable, organization-wide safety culture that goes beyond compliance. Hosted by the Council of Industry, this session is part of Insperity’s ongoing commitment to helping businesses thrive through practical HR and safety strategies.
About Insperity
Since 1986, Insperity has been helping businesses succeed by providing HR support, workforce optimization, compliance guidance, and safety services—tailored to the unique needs of growing companies.
Learn More
Insperity: Insperity.com
|
|
|
If you’re part of a Council of Industry member company and not yet subscribed, email us. If you’re not a Council member, become one today
|
|
|
|
|
