Get Involved

Volunteer Opportunities

Volunteer Opportunities 

HRMAC's members are the heart of our community and volunteering at HRMAC is a rewarding experience. Help us continue our tradition of engaging members as leaders of HRMAC initiatives that deliver true value to the profession. As a volunteer, you will join a cohort of colleagues committed to growing the talent and network of members throughout Chicagoland. At this time, we are unsure if the meetings/events will be held virtually or in-person, stay tuned for more information!

The Call for Volunteers closes on May 31, 2021. If you have any questions, please contact



  • Your organization or individual HRMAC membership is in good standing and not expired;
  • You are committed to furthering the mission of HRMAC;
  • You have a level of expertise and knowledge of HR that you’re willing to contribute to a committee; 
  • You will actively participate in all committee meetings and activities; and
  • You will act as an ambassador for HRMAC in the Chicagoland HR community.

Committee Descriptions

Membership Growth & Engagement

  • Purpose: to engage and retain current members and identify/recruit new members through personal outreach. 
  • Commitment: participate in up to12 meetings throughout the year.  Engage in activities to develop and produce recruitment and retention campaigns; actively identify and solicit NEW member prospects, especially during the annual renewal period (June-August). May be asked to provide guidance on various membership related issues or events. 
  • Expertise Desired: marketing; recruitment and retention strategies; must have professional contacts in the local HR community; willingness to make calls or hold in-person meetings to with potential and current members. 

Leadership Forum 2022

  • Purpose: To plan and create the annual HRMAC Leadership Forum.
  • Commitment: Monthly conference call meetings, to identify cutting-edge topics and program delivery; direct involvement in securing thought-provoking speakers on the leadership attributes of HR professionals; build program format and new ways of delivering content; create promotional language; promote the event to network/client audience; attendance at programs strongly preferred.
  • Expertise Desired: In-depth knowledge of current and emerging HR trends and senior level subject matter experts; educational program development; project management; connections and ability to secure to C-Suite executives and senior leaders as speakers.

Interest Groups

  • Purpose: to provide HRMAC members with opportunities for professional development and networking. Topics should be timely and generally aligned with HR practice areas (see below).  
  • Commitment: Each Interest Group will meet several times each year to develop, produce and deliver two (2) 90-minute educational events per year.  Program formats should engage learners and expand their knowledge. Volunteers are responsible for securing speakers and meeting facilities, and working with staff to draft program promotional language. Attendance at programs strongly preferred. Each Interest Group planning committee will have two co-chairs plus committee members.  
  • Expertise Desired: in-depth knowledge of current and emerging HR trends and subject-matter experts related to the functional area; educational program development; project management.

Employee Relations

  • Legislative and regulatory updates
  • Employment policies and practices
  • Employment retention and engagement
  • Workplace issues

Learning and Development

  • Workforce development (training, reskilling, upskilling) 
  • Demonstrate Adult Learning principles
  • Demonstrate a variety of learning methods and tools (online; virtual; micro; etc.)
  • Individual and team-based skills and knowledge

Talent Acquisition

  • Recruitment and selection
  • Sourcing talent in a competitive market
  • Employed vs. contract workforce
  • Hiring in a gig economy
  • New approaches to onboarding

Talent & Organization Effectiveness

  • Leadership development/succession planning
  • Evaluation/measurement/retention
  • Performance management

Total Rewards

  • Compensation and benefits
  • New approaches in benefit design
  • Executive compensation
  • Health, wellness and benefit plans
  • Work/life programs

Young HR Leaders

  • Career and leadership development planning
  • Managing career stages
  • Developing HR knowledge, skills, and abilities

Suburban Interest Group

  • Topics vary across HR topic areas identified above; held in either north, west, or south suburbs.