Overview
A nonprofit organization, providing services to homeless and other vulnerable populations, engaged our firm to evaluate and enhance its People & Culture function. As the organization was looking at best practices across all functional areas of the business, leadership recognized the need for an HR Assessment to identify strengths and gaps in HR programs and practices, evaluate the capabilities of the HR team, and determine the optimal HR structure to provide the highest level of service in support of the organization’s strategic and operational goals.
Opportunities
The organization faced several HR challenges that impacted its ability to attract, retain, and support employees effectively, including:
- Need for expanded HR capacity and capability to meet the changing workforce’s needs.
- A more proactive approach to HR services that would support operational and strategic needs.
- Clarification or HR roles and responsibilities, structure and accountability of the team to support organizational needs.
- Greater efficiency in recruitment, hiring and onboarding process, and clear career development pathways to impact engagement and retention.
- HR technology review to identify needs and oversight.
The results of this assessment influenced a significant restructuring of the HR department and leadership, a review of HR technology, and a further analysis of recruitment and retention challenges.
Results
- HR’s structure was redesigned to enhance leadership, accountability, and service delivery.
- HR positions were upgraded and salary structures adjusted to increase skills and competencies.
- A new recruitment strategy was implemented organization-wide to streamline hiring processes and create greater efficiency.
- Improvements in HR technology increased efficiency and provided better self-service options for employees.
- By transforming HR into a proactive, high-performing function, the organization was better positioned to support and enhance the employee experience and position itself for long-term success.
We continued for some time to consult with executive leadership on HR strategy.