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Matthew W. Burr was recently featured on WETM18 News speaking about workplace relationships, the recent headlines surrounding sexual harassment in the workplace, and how to be proactive in managing your employees’ interactions and your business.   Click here to watch & learn more.


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$74,000 in 24 Months: How I killed my student loans (and you can too!)

Check out my additional articles & publications below!

The Taylor Law at 50: Public Sector Labor Relations in a Shifting Landscape

“The Challenges and Shortcomings in the United States: A Comparative Analysis of Public Labor Union Dispute Resolution Mechanisms,” New York State Bar Association, 2019, pp. 365-389, edited by John F. Wirenius

         NYSBA Online Marketplace: Book Order Link

          Publication Online Table of Contents PDF

Society of Human Resource Management:

Developing a People-Focused Talent Acquisition Philosophy” Society of Human Resource Management, April 2019.

There is more movement than ever before in the job market, and talent acquisition continues to be a challenge for many organizations in the U.S. and throughout the world. As SHRM-certified HR professionals, we can utilize the SHRM Body of Competency and Knowledge (SHRM BoCK) to ensure that our organizations are doing their best to recruit and retain top talent. 

The Promise of Student Loan Reimbursement Programs” Society of Human Resource Management, April 2019.

With 44 million Americans facing student loan debt and total debt ballooning to over $1.5 trillion, there is a growing need for more employers to start offering educational debt relief as a perk or benefit.
Creative perks and benefits programs can add value to any organization. I believe that student loan reimbursement has the potential to be the new dental insurance for my generation of employees. Only 4 percent of organizations currently offer such a perk, however, according to a 2018 SHRM study.

Benefits and Perks Present Opportunities for Creativity” Society of Human Resource Management, March 2019.

Utilize strategic HR initiatives to align benefits and perks to these needs and wants. Drive and implement benefits and perks by aligning your efforts to the SHRM Body of Competency and Knowledge (BoCK), which provides guidance on how to deliver added value to your organization.

Aligning Management and Supervisory Training” Society of Human Resource Management, February 2019.

Training needs change as managers and supervisors grow. As HR professionals, we can ensure that leaders’ needs are met through strategically aligned training initiatives. These initiatives can, in turn, be created in direct alignment with the SHRM Body of Competency and Knowledge™ (SHRM BoCK™), which works for any organization.

“Resolving Conflicts, Building Relationships (and Competencies)” Society of Human Resource Management, February 2019.

Upon completion of my graduate degree from a respected school of labor and employment relations, I accepted a position as an HR manager at a small manufacturing company. This heavy industrial operation had 1,200 employees and three unions. The company and unions had only recently settled negotiations after a conflict-filled, three-year process. Due to the poor relationships between management and the unions, hundreds of issues and grievances remained on the table, waiting to be addressed.

Competencies at Work: Getting Through the Government ShutdownSociety of Human Resource Management, January 2019. 

During the federal government shutdown, HR will be asked to use many of the competencies in the SHRM Body of Competency and Knowledge. The process will never be easy, but HR can exercise leadership and ethics to help employees.

“Competencies at Work: Taking a Stand for the Right Choice” Society of Human Resource Management, January 2019.

The workplace situations we face as HR professionals will often challenge us and stretch our knowledge, skills and abilities. We may need to apply more than one competency to navigate through these challenges. This is the story of how, early in my career, I made use of many of the behaviors now defined in the SHRM Body of Competency and Knowledge (SHRM BoCK) to make a recommendation for a path forward out of a difficult situation. I took a stand for what I believed was the right choice. 

“6 Unique and Challenging Ways to Recertify,” Society of Human Resource Management, November 8, 2018.

Achieving SHRM certification is a great professional accomplishment. With this significant achievement comes the obligation to remain certified. And the three-year deadline for recertifying comes faster than we all think.

Many of us recertify by gathering professional development credits (PDCs) through the “normal,” common channels of continuing education, participating in local HR programs and attending conferences (local, statewide, the SHRM Annual Conference, and other national and SHRM conferences scheduled throughout the year). These are all great options for recertification and they provide tremendous amounts of relevant and timely information. But to truly challenge and stretch ourselves professionally, I recommend these six unique opportunities for recertification credits.


Practice Makes Improved, Not Perfect,” Society of Human Resource Management, September 27, 2018.

The SHRM certification exam prep course that I teach at Elmira College in New York state has been a tremendous success: Our pass rate over a three-year period is 93.75 percent for the SHRM-CP and 80 percent for the SHRM-SCP, significantly higher than both the national and international averages. It’s something we are proud of, and I speak not only as a course instructor but as someone who has prepared for and passed an HR certification exam. The unique experience of instructing as well as studying has provided me with insight into how best to pass the SHRM certification exam. 

Society of Human Resource Management (Member 2 Member):

The Rise of Social Networks in the Employment Relationship,” Society of Human Resource Management, August 24, 2018.

Human resources consultant Matthew Burr describes a brave new world of employee recruitment in the digital age.

  • Social media such as Facebook, LinkedIn, Twitter, and Snapchat provide employment recruiters with an unprecedented amount of information about job candidates and they also provide new avenues for applicants to interact with organizations on an individual basis.
  • At the same time, the new hiring tools bring new risks to both the organization and the applicant. Is there such a thing as too much information?
  • The key to success from the human resources point of view is to put into place consistent, transparent, and fair practices.
  • Meanwhile, for job seekers, knowing the correct balance of appropriate versus in appropriate material is important. Answering the “so what” question.

New York State Bar Association CLE Course Material (Taylor Law at 50):

“The Challenges and Shortcomings in the United States: A Comparative Analysis of Public Labor Union Dispute Resolution Mechanisms,” New York State Bar Association Taylor Law at 50: Bright Spots and Pressure Points Conference, May 2018,

Considering a masters degree in Human Resources? Check out this Great Article to learn more about what an online degree can do for you!
Talent Management Agility: The Contingent Workforce , April 2016
Organizational Conflict Management Systems in Small Business, November 2016
Student Loan Repayment Assistance: A Perk for The New Generation of Workers, APril 2016
17 Tips For Quickly Paying Down Student Loans, From Someone Who Paid Off $74,000 In 2 Years, May 2014
Changing Demands: The Workforce of Yesterday, Today and Tomorrow, December 2011
Want current up to date information about HR & Legal Concerns? Check out my Blog Page: What’s new in HR?