The HR Newsletter of the Council of Industry

September 11, 2025

Council Partners With RIT and DCC to Deliver Lean Manufacturing Training this Fall!

LAST CALL: To Reserve Space in this issue of the HVMFG!

FINAL DEADLINE: SEPTEMBER 15th

With a print circulation of 3,000 copies as well as an online version, HV Mfg reaches manufacturing decision makers, educators and policy makers throughout the Hudson Valley Region.

This Issue will feature:

Leader Profile

Deborah Smook & Eli Uriel Co-Founders of TurboFil Packaging Machines in Mount Vernon.

Company Profile

Caribbean Food Delights is the leading Manufacturer of Jamaican Style Patties, located in Tappan.

Articles of Interest to Manufacturers

• Westchester County Partners with RPI to Build Manufacturing Workforce
• Emergency Preparedness for manufactures - best practices
• Cracking into the defense industry supply chain
• Beyond ChatGPT, What is Agentic AI and What's Possible
• And more!

This edition also includes the Resource Guide, a listing of federal, state and locally elected officials, business associations, educational institutions, economic development organizations, workforce investment boards, federal and state agencies, and technical societies, along with their contact information.

Show your Support for Hudson Valley Manufacturing and the Council of Industry - reserve your ad today!

• The Deadline to reserve your ad is September 15th.
• Publication in mid-October.

Click here to view the Fall 2025 rate sheet | Purchase an ad here

Contact Johnnieanne Hansen with questions jhansen@councilofindustry.org or call (845)-565-1355.

Click here to view the digital edition of HV Mfg Spring 2025.

HR Manufacturing Sub Council Meeting - September 16th Current Issues in HR and Answers to Your Questions

Space is limited - contact us to register.

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 16^th from 8:30am in Newburgh.

(If you're an associate member or part of our extended network, reach out to Johnnieanne Hansen to discuss ways to join the conversation.)

LEARN MORE (Manufacturing Members only please)

A Beautiful Day to Golf! THANK YOU to our Generous Sponsors

THANK YOU to everyone who came out to the Council's 2025 Annual Golf Outing! We could not have asked for a better day with our 117 golfers and other attendees.

Congratulations to our prize winners and thank you to our sponsors - this event would not be possible without your support.

A Final Thank You

Corporate Sponsor - Thank you JP Morgan Chase

Shirt Sponsor - Thank you NRG

Cocktail Sponsor - Thank you Brightcore Energy

Lunch Sponsor - Thank you Viking Industries

Golf Cart Sponsor - Thank you Ulster Savings Bank

Thank You Prize Sponsors

Yellow Ball Prize Sponsor - Thank you Package Pavement Corp

Scramble Prize Sponsor - Thank you BELFOR Property Restoration

Closest to the Pin Prize Sponsor - Thank you Fisch Solutions

Hole In One - 1,050 - Thank you Elna Magnetics

Longest Drive Prize Sponsor - Thank you Bleakley Platt & Schmidt, LLP

Ready for Next Year? Register early

Upskill Your Workforce With Manufacturing Apprentice Program Quality Assurance Auditor (QAA) Trade

Quality Assurance Auditor – An Often Overlooked but Very Valuable Apprentice Trade

When we think about manufacturing trades our minds quickly go to Machinist, Toolmaker or Mechanic. Seldom do we think about quality assurance. This trade, however, which is available through the Council of Industry’s’ MIAP apprentice program, has proven to be extremely valuable to the companies who use the Quality Assurance Auditor to upskill employees in their quality departments.

 A Quality Assurance Auditor is responsible for ensuring that products, services, or processes meet established quality standards and regulatory requirements. They conduct thorough evaluations, inspections, and audits to identify areas of improvement, implement corrective actions, and maintain compliance with industry-specific guidelines. You may give them a different title, but if you need to train and individual to have the skills listed below you might consider this apprenticeship for them.

Work Processes (Skills learned on the Job) Approximate Hours for Quality Assurance Auditor (2000 per year):

• Workplace Orientation: 300 hours
• Workplace Fundamentals: 400 hours
• Quality Assurance Fundamentals: 700 hours
• Auditing: 2,000 Hours
• Maintenance and Record Keeping: 600 Hours

Total Hours: 4,000

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 this trade and if it might be right you’re your company contact Emma Olivet

Learn more about The Council of Industry’s Apprentice Program

Subscribers to the Manufacturing Career Hub can view candidate resumes and contact information by searching the Candidate ID Number in the iCIMS platform.

Not yet a participant of the Career Hub? Contact Emma Olivet directly for additional candidate details or to learn more about the recruiting initiative.

Candidate ID: 36766

Position Interest: Engineering Position

Level: Mid-level Position

Skills: Skilled in industrial systems including electrical wiring, pneumatics, hydraulics, steam, water, and general building maintenance. Proficient with hand tools and capable of reading technical documents such as blueprints and wiring diagrams. Brings over 10 years of experience in management, HR, safety, vendor coordination, and team leadership. Knowledgeable in energy use principles, cost-effective purchasing, and OSHA-compliant practices. Known for a hands-on approach, ability to lead under pressure, and responsiveness in time-sensitive situations.

Education: Newburgh Free Academy | 2006

Experience:

• Experienced in maintenance and mechanical operations across industrial and technical settings.
• Led teams, managed preventative maintenance, and handled equipment troubleshooting and repairs.
• Skilled in inventory control, safety compliance, and coordinating with production teams to minimize downtime.
• Also handled scheduling, purchasing, and general team oversight.
• Strong focus on keeping operations efficient, safe, and well-maintained.

Availability: Open to Interviews            

Location/Commute: Resides in Montgomery, NY.

Summary: 

Seasoned maintenance and engineering professional with extensive experience leading plant operations, preventative maintenance programs, and technical teams. Skilled in equipment troubleshooting, inventory management, vendor coordination, and safety compliance. Strong background in team leadership, budget oversight, and maintaining efficient, safe, and cost-effective facility operations. Brings over a decade of hands-on experience in both industrial and mechanical environments, with a commitment to high standards and continuous improvement.

Candidate ID: 39196

Position Interest: Mechanical Engineering 

Level: Entry Level

Skills: MATLAB, SolidWorks, AutoCAD, MATLAB, ANSYS, C++; MIG Welding, Metal Fabrication, 3D Printing; A/V Systems (Video Switchers, Audio Mixing Consoles); OSHA 10-Hour, Forklift Certification

Related Skills: Designed and fabricated a wrist-mounted CO₂-powered grappling hook launcher with MATLAB integration for trajectory calculations. Built a portable thermal conductivity measurement apparatus for educational lab use.

Education: Bachelor of Science, Mechanical Engineering, Minor in Psychology – Expected Dec 2025. Associate in Science, Engineering Science – Aug 2024.

Availability: Open to Interviews            

Location/Commute: Wappingers Falls, NY

Summary: 

Motivated mechanical engineering student with hands-on fabrication and design experience, skilled in SolidWorks, AutoCAD, MATLAB, and metal fabrication. Experienced in building functional prototypes, managing A/V systems, and applying engineering principles to practical projects. Strong problem-solving, technical, and project management skills, with certifications in OSHA safety and forklift operation.

Candidate ID: 39200

Position Interest: Computer Engineering Role (Full-Time)

Level: Entry Level

Skills: Java, C, C++, Verilog, FPGA Programming, STM-32 Microcontroller Programming, VLSI Design, LTSpice, Electric VLSI, KEIL µVision, Quartus, Multisim, PCB Design, Digital Logic Design, Circuit Analysis, Microsoft Office

Related Projects:

- GPS-Controlled Autonomous Delivery Car (Capstone): Designed autonomous vehicle with GPS navigation, obstacle avoidance, and mobile app integration

- 8-bit Sequence Detector (VLSI): Developed MOSFET-based schematic and layout with pad design for testing and fabrication compliance

- Simon Memory Game (Verilog): Built FPGA-based game logic with interactive UI using switches, buttons, and 7-segment displays

- Traction Motor Controller (C): Programmed STM32 microcontroller with mobile app interface, Bluetooth networking, and DC motor cruise control system

Education: Bachelor of Science, Computer Engineering – Expected May 2025, Associate of Science, Computer Engineering – May 2023 

Availability: Open to Interviews            

Location/Commute: Resides in Newburgh, NY.

Summary: 

Entry-level computer engineer with hands-on experience in digital logic, embedded systems, and VLSI design. Skilled in programming (C, C++, Java, Verilog) and hardware/software integration, with proven success in projects involving autonomous systems, FPGA development, and microcontroller-based applications. Strong problem-solver with the ability to deliver practical and innovative engineering solutions.

News for HR and Workforce Professionals

As 2026 Salary Budgets Remain Flat, Employers Are ‘Rethinking’ Value Propositions 

With cost containment a looming influence, 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.

Despite stagnant budgets, WTW is seeing employers take added meaningful action to strengthen their compensation approach. For instance, nearly half of the responding organizations that told WTW that they plan to review their compensation programs have already conducted a full compensation review or reviewed pay for specific employee groups, and many more plan to do so in the months ahead. What’s changing is the way they are deploying their pay strategy, Brittany Innes, director, Rewards Data Intelligence notes. Also, Innes says, while top-line budgets are generally holding steady, the data says the real shift is happening beneath the surface, as organizations are being more deliberate about how they allocate pay, where they focus investment and what outcomes they expect to drive.

Read more at HR Executive

Health Insurance Prices To Rise As Much as 20% Next Year, Brokers And Experts Say

Pricey prescriptions and nagging medical costs are swamping some insurers and employers now. Patients may start paying for it next year. Health insurance will grow more expensive in many corners of the market in 2026, and coverage may shrink. That could leave patients paying more for doctor visits and dealing with prescription coverage changes. Costs have been growing in the bigger market for employer-sponsored coverage, the benefits consultant Mercer says. Employees may not feel that as much because companies generally pay most of the premium. But they may notice coverage changes. About half the large employers Mercer surveyed earlier this year said they are likely or very likely to shift more costs to their employees. That may mean higher deductibles or that people have to pay more before they reach the out-of-pocket maximum on their coverage.

For prescriptions, patients may see caps on those expensive obesity treatments or limits on who can take them. Some plans also may start using separate deductibles for their pharmaceutical and medical benefits or having patients pay more for their prescriptions, Daboul said. Coverage changes could vary around the country, noted Emily Bremer, president of a St. Louis-based independent insurance agency, The Bremer Group. Employers aren’t eager to cut benefits, she said, so people may not see dramatic prescription coverage changes next year. But that may not last. “If something doesn’t give with pharmacy costs, it’s going to be coming sooner than we’d like to think,” Bremer said.

Read more at The AP

‘Quiet Cracking’ At Work Is Less Visible Than ‘Quiet Quitting,’ But It’s ‘Just As Dangerous,’ Report Finds

Before employees engage in “quiet quitting,” first come signs of “quiet cracking.” Meanwhile, “quiet cracking” is a “persistent feeling of workplace unhappiness that leads to disengagement, poor performance, and an increased desire to quit,” according to a new report from cloud learning platform TalentLMS, which coined the term. While they are both different responses to burnout and stress, quiet cracking could lead to quiet quitting in some cases, experts say. “Unlike burnout, it doesn’t always manifest in exhaustion. Unlike quiet quitting, it doesn’t show up in performance metrics immediately. But it is just as dangerous,” the report notes.

“If we look at the great resignation, a lot of that was about people jumping jobs,” he said. “And that really mirrors what we saw in the underlying data,” said Cory Stahle, a senior economist at Indeed But now, the job market isn’t so good — more people are staying put in current roles, and there’s not an easy outlet to remedy the experience of quiet cracking. Several factors can cause worker disengagement and burnout, such as a lack of clear goals, the workload and poor relationships at work, experts say.

Read more at CNBC

How to Integrate Generative AI While Empowering Your Workforce

Organizations today face a pivotal challenge: integrating transformative technologies like Generative AI (Gen AI) while maintaining the values, trust and collaboration that define their culture. Gen AI is not just a tool for efficiency — it’s a disruptor that reshapes how people work, communicate and solve problems. However, without a corresponding cultural transformation, the full potential of Gen AI will remain out of reach.

Resetting the culture code is about more than adopting technology; it’s about redefining how organizations collaborate, innovate and align their actions with their core mission. This cultural reset ensures that employees and stakeholders see AI as an ally in achieving shared goals rather than a source of disruption or inequity. Here are the pillars of a Gen AI-ready culture code:

1. Collaboration across boundaries: Gen AI creates new opportunities for collaboration, both within teams and across silos. However, technology alone cannot guarantee success — organizations must cultivate a culture of transparency and shared purpose, where employees feel encouraged to work together toward common goals.
2. Inclusion in innovation: AI systems can unintentionally replicate and amplify biases if not carefully managed. An inclusive culture ensures that all voices are heard, particularly those from underrepresented groups, in both the design and implementation of AI tools. This promotes fairness and makes AI a force for equity rather than division, while managing risks.
3. Ethical leadership: Organizations must lead by example in how they adopt and use AI. This includes setting clear ethical standards, ensuring accountability and building trust among employees, customers and stakeholders. Ethical leadership demonstrates that technology will always serve human values, not the other way around.
4. Continuous learning and adaptability: AI evolves rapidly, and so must the people who work with it. Organizations need a culture that celebrates learning and adaptability, encouraging employees to experiment with new tools, embrace change and grow their skills.

Read more at HR Executive

Speaking in a recent HR Executive webinar, Akshara Naik Lopez, senior analyst at Forrester, said the shift from traditional HR systems to AI-enabled platforms represents more than an upgrade—these new tools are sparking a reimagining of how work gets done. She drew a critical distinction: “With automation, we generally mean that we are looking at executing predefined tasks without human input; with artificial intelligence, basically, there’s a simulation of human intelligence to make decisions or learn from data.”

This distinction is critical for HR leaders, according to Naik Lopez. She highlighted that while conventional automation handles routine tasks like sending interview invites, AI can analyze resumes, rank candidates and even predict job fit using historical hiring data—capabilities that give organizations a significant edge in talent management. The transformation extends beyond individual tools to entire system architectures, and implementing these is no small feat. Experts advocate for unified platforms over siloed systems, emphasizing that “AI models actually perform better with unified, high-quality data.” Read on for pillars to implement AI successfully into your operation.

Read more at Human Resources Executive

The swift advancement of artificial intelligence (AI) has sparked significant concern that this new technology will replace jobs and stifle hiring. To explore the effects of AI on employment, our August regional business surveys asked firms about their adoption of AI and if they had made any corresponding adjustments to their workforces. Businesses reported a notable increase in AI use over the past year, yet very few firms reported AI-induced layoffs.

Indeed, for those already employed, our results indicate AI is more likely to result in retraining than job loss, similar to our findings from last year. That said, AI is influencing recruiting, with some firms scaling back hiring due to AI and some firms adding workers proficient in its use. Looking ahead, however, layoffs and reductions in hiring plans due to AI use are expected to increase, especially for workers with a college degree.  

Read more at the NY Fed

'AI Can’t Install An HVAC System': Why Gen Z Is Flocking To Jobs In The Trades

Before the pandemic, the trade school market “had been largely stagnant,” according to a March report from the higher education marketing and research firm Validated Insights. Now, fall enrollment at trade schools is expected to grow 6.6% a year. Trade schools are just one option for people looking to get into work like welding, plumbing, and HVAC installation. Enrollment at public two-year community college programs focused on vocational and trade programs has surged nearly 20% since 2020, compared to a 2.1% increase at public four-year institutions, according to the National Student Clearinghouse Research Center. And registered apprenticeships, where trainees can earn money while they learn, have similarly been on the rise over the past several years.

Jasmine Escalera, a career expert at Zety, sees this shift as part of an overall “AI-xiety pivot,” where young people are rethinking their careers and whether a degree is worthwhile. She noted that on top of fears about AI replacing entry-level positions, young people may also be less interested in climbing the corporate ladder and eager to avoid the woes of the jobless college grads they see on social media.

Read more at Yahoo Finance

iCIMS August Labor Market Insights – “Misalignment” In The Job Market, And AI Use Grows

The gap between job openings and hires grew this month. As openings continued to mount and hiring slowed, recruiters could see an increase in time to fill rates. While July’s application growth slightly reversed the downward trendline seen in June. This could indicate a renewed interest from job seekers. The applicants per opening (APO) remains higher than last year but if we look at the month over month (MoM) change, it has remained relatively stagnant.

To understand how employers are leveraging AI in the hiring process, iCIMS commissioned data from the 2025 Lighthouse Research & Advisory Talent Acquisition Trends Study. The study, which has been run annually since 2021, surveyed 1,013 employers across a range of sizes and industries. Some Key Findings:

·      Most AI adopters (64%) estimate saving over two hours per recruiter weekly. Notably, 24% save more than five hours a week, a rate nearly double what nonusers anticipate.

·      The greatest difference in estimated value/efficiency between the two respondents occurs at five hours per week, indicating AI adopters equate more AI in the process with higher value/efficiency.

·      Employers embrace AI for high-volume tasks such as screening (55%) and matching (40%) but overwhelmingly prefer human judgment for final offers (7%).

·      Employers are moving past foundational tasks and beginning to prioritize AI to support the more complex challenge of candidate screening, which they say delivers the most value in the hiring process.

Read the Report

Learn more about the Council of Industry’s Manufacturing Career Hub Driven By iCIMS

Check out the MIAP Apprentice Program

Resilient By Design: How HR Can Navigate Disruption With Speed, Compliance And Confidence – HR Executive

How Leaders Can Address The Corporate Burnout Epidemic – Forbes

A Federal Appellate Court Finds the NLRB to Be Unconstitutional – JD Supra

The ‘Right-Skilling’ Revolution: From Skills Gap To Competitive Advantage – HR Executive

Forbes’ Top 25 Public Colleges Includes SUNY Binghamton at 24 – Forbes

Why AI Won’t Replace Human Coaches - Insead

Develop Metrics For Soft Skills When Hiring Candidates – Smart Brief

Belonging In The Workplace: Why Words Aren’t Enough – CU Insights

Season 1 Episode 10: OBBB: One Big Beautiful Bill Reconciliation Act - Presented by RBT

NOTE: Insight Exchange along with other Council of Industry programs and services will soon require members to log into their Member Compass account.

In this episode of Insight Exchange, Steve Howell, Davide DiGenova, and Nick Watkins from RBT take a deep dive into the newly released One Big Beautiful Bill (OBBB)—a nearly 900-page piece of legislation that will have wide-ranging effects on manufacturers, business owners, and tax planning strategies.

This conversation provides context on how the OBBB builds on and extends provisions from the 2017 Tax Cuts and Jobs Act, what business leaders need to know as the current law sunsets at the end of 2025, and how the IRS and states may respond with new rules and interpretations. With real-world examples, tax planning insights, and clear explanations, this session is designed to help businesses prepare for both the

opportunities and challenges the OBBB introduces.

About RBT

RBT CPAs is one of the largest public accounting firms in the Hudson Valley, serving clients with audit, tax, and advisory services. With a dedicated team of experts, RBT helps businesses navigate complex legislation, minimize risk, and identify opportunities for growth.

Learn More

RBT: rbt.com

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