HR for Construction Finance Certificate Program

Presenter & Moderator
Michelle Walker, CCIFP, SPHR
VP of Finance & Administration
SSC Underground

In today’s environment, recruiting, hiring, and retaining employees continues to be a top challenge for many construction companies. The importance of solid human resources (HR) policies and a strategy-forward culture cannot be overemphasized. As a construction financial professional (CFP), a solid understanding of HR law and best practices will equip and position you to successfully address HR issues within your organization.

CFMA’s Human Resources for Construction Finance Certificate Program has been designed as an advanced certificate of completion program to specifically address the HR needs of CFPs.  

The Human Resources for Construction Finance Certificate Programwhich starts on July 25 and is scheduled on consecutive Tuesdays from 3-4:30 PM ET, concluding on Aug. 22 — is anchored in five case studies and will be presented by leading industry professionals and delivered through five live, online modules with interactive exercises. A private online discussion community will provide you with the opportunity to share thoughts and engage with participants throughout the program. 

Due to the preparation required for this course to be successful, registration will close at 2 p.m. ET on July 24.

Five Certificate Program Modules: 

  • Defining Your Organizational Culture: What Type of Company Are We Going To Be?
  • Understanding and Preventing Discrimination in the Workplace
  • Legal Components of HR
  • Designing an Employee Benefit Program
  • The Employee Life Cycle

Each module will unpack a unique case study and will require your participation via live roundtable discussions, group assignments, and communication forums. Participants will receive the case studies to read and review prior to each live session. The Human Resources for Construction Finance Certificate Program will conclude with a final activity in which participants will be required to submit a one-page summary demonstrating knowledge learned. Upon successful completion of the program requirements (complete modules, participate in discussions, and submit a one-page summary), participants will receive a certificate of completion in the form of a digital badge.

Price: $735.00
Member: $480.00
The certificate of completion attendees will receive upon successful completion of the program.

Human Resources for Construction Finance Modules

Tuesday, July 25 from 3-4:30pm ET

In today’s competitive labor environment, people often get to choose where they work based on factors that match their values, priorities, and work style. Without a strong organizational culture that drives how work happens inside the company and can be clearly communicated to those considering joining, a company will fall behind its competitors that have invested in defining, integrating, and promoting a strong culture. This session will help you define what your culture is, identify areas where change may be needed, and create the most effective ways to integrate and communicate that culture.

By the end of this module, you will be able to:

  • Define organization culture and what creates it.
  • Evaluate organizational culture by defining it and identifying the key points.
  • Align the employee experience with your culture.
  • Use your organizational culture to drive your employer brand.
  • Create communication strategies for the level of transparency appropriate for your organization.
  • Describe HR’s role in the organizational structure and culture.

Jason Richmond
Chief Operating Officer

Tuesday, August 1 from 3-4:30pm ET

The “softer” side of employment law does not mean less serious. A handbook that defines the company’s policies properly without being too binding or including unnecessary information is a valuable tool. In addition, protecting the company from a host of claims involving harassment and discrimination with effective policies and training is crucial.

By the end of this module, you will be able to:

  • Determine what should be in a handbook and what should not.
  • Define the types of harassment, discrimination, and biases that can occur in the workplace.
  • Identify necessary trainings for your organization.
  • Creating reporting and confidentiality strategies that reduce gossip and the spread of potentially harmful information.

Helen Holden
Spencer Fane LLP
Elizabeth Wente
Spencer Fane LLP

Tuesday, August 8 from 3-4:30pm ET

HR is traditionally considered a legal role regarding compliance. As the financial professional, the ultimate responsibility for ensuring that your employment and payroll practices are in compliance with legal requirements likely falls to you. Understanding the basics of legal statutes will be key to protecting you and your company.

By the end of this module, you will be able to:

  • Determine the basics of Wage & Hour law and DOL audits.
  • Differentiate employee HR classifications correctly for overtime calculations.
  • Ensure records are sufficient in defending any future claims.
  • Explain how to properly complete, store, and retain the I-9 form.
  • Analyze ERISA, benefit, and audit compliance considerations.

Julie Pace

Tuesday, August 15 from 3-4:30pm ET

Benefit programs are key aspects in ensuring employee satisfaction and attracting employees. A one-size-fits-all approach no longer works; benefit programs must be meaningful to your employees and align with your company’s culture and values. This module will orient you to the 2023 Employee Health and Benefit trends and what employees expect from their employer.  We will discuss things to consider when defining your benefits philosophy and strategy, determine how you stack up, new trends in benefits, best approaches to communicate benefits and how to find a quality broker to help you develop a strategic benefit package. 

By the end of this module, you will be able to:

  • Understand what employees expect from their employer and why.
  • Evaluate the value of the current benefits you provide for your employees.
  • Identify traditional benefits and new modern offerings, including benefits for mental health, mindfulness, and wellness.
  • Be familiar with what’s happening in 401(k), profit sharing and other retirement plans.
  • Recognize the value of a benefits broker.

Elise Thorpe, MBA, GBA
Principal, Producer, Employee Health & Benefits
Lovitt & Touche, A Marsh & McLennan Agency LLC Company
Ryan Esping, CFA
Retirement Plan Consultant
Marsh McLennan Agency – West

Tuesday, August 22 from 3-4:30pm ET

It can be easy to fall into the trap of only focusing on specific points of the employment process and experience – typically hiring and termination get the most attention. A more holistic approach that will improve the employee experience is to view the process as a life cycle. Using lessons learned from the prior four modules, this final module will study what cultural, procedural, and legal considerations should be made throughout the employee life cycle.

By the end of this module, you will be able to:

  • Understand the recruitment and hiring processes.
  • Identify onboarding and orientation best practices.
  • Evaluate all types of ongoing training and learning opportunities for employees (business, technical, personal improvement, financial wellness, etc.).
  • Identify employee performance management and disciplinary best practices.
  • Consider technology options for managing this process.

Michelle Walker, CCIFP, CRIS, SPHR
Vice President of Operations
SSC Underground
Derek Hammond
Human Resources Director
Jokake Construction Services, Inc.


Level & Prerequisites

This is a group internet-based course at the Advanced Level. Some pre-reading and preparation is required before participating in the program. 

CPE information

Earn 1.5 CPE credits for attending each session, with a total of 7.5 CPE credits in the field of Personnel/Human Resources upon completion of the entire program. 
(CPE can only be earned by attending the live session. CPE is not available by watching the recording.)

CCIFP information

Earn 1.5 CPE CCIFP Maintenance Credits for attending each session, with a total of 7.5 Maintenance Credits within the Knowledge Domain of Human Resources upon completion of the entire program. This can be applied to either the General or Construction Knowledge Category.

Who should attend?

  • CFOs
  • Business owners
  • Hiring Managers
  • Human Resources Personnel


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