Human Resources Collaborative, POWER


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Human Resources Collaborative, POWER

  1. 1. Building Opportunities through Creative Collaborations Strategic Alliances Seminar Tuesday, August 30, 2011 The Forbes Funds
  2. 2. 2001 ~ Discussions 2003 ~ HR Director
  3. 3. <ul><li>What problem were we looking to solve or what service/function did we want to enhance? </li></ul>What motivated us? Our Purpose To develop a shared HR program with a goal of achieving greater efficiency through shared back-office functions, enhancing our human capital & reducing liabilities.
  4. 5. <ul><li>2001 – 2010 Informal with Operating Agreement </li></ul><ul><ul><li>No legal authority governing HR-C </li></ul></ul><ul><ul><li>Each agency responsible & assumed liability </li></ul></ul><ul><ul><li>Shared leadership, with HR Director as facilitator </li></ul></ul><ul><ul><li>HR Director an employee of CVVC to receive compensation </li></ul></ul><ul><ul><ul><li>CVVC invoiced BH & POWER monthly </li></ul></ul></ul><ul><li>2011 LLC (Limited Liability Corporation) </li></ul><ul><ul><li>Operating Agreement </li></ul></ul><ul><ul><li>Non-profit, Member Driven </li></ul></ul><ul><ul><li>No Board of Directors </li></ul></ul><ul><ul><li>HR Director serves as Director of the HR-C </li></ul></ul><ul><ul><li>Two officers (President & Secretary) rotate annually </li></ul></ul>
  5. 6. <ul><li>Commitment to shared relationships & goals </li></ul><ul><li>Jointly developed structure & shared responsibility </li></ul><ul><li>Mutual Authority & Accountability </li></ul><ul><li>Sharing of Resources & Rewards </li></ul><ul><li>Report from The Forbes Funds </li></ul>What works? Collaboration . . . mutually beneficial relationship between two or more organizations that includes:
  6. 7. <ul><li>Within the context of the Criteria for Management Excellence . . . </li></ul><ul><ul><li>Say What You Do </li></ul></ul><ul><ul><li>Do What You Say </li></ul></ul><ul><ul><li>Prove It </li></ul></ul><ul><ul><li>The Forbes Funds ~ Management Excellence </li></ul></ul>What works?
  7. 8. <ul><li>Step 1: </li></ul><ul><li>Identify the Problem </li></ul><ul><li>Growing HR needs </li></ul><ul><li>Limited resources </li></ul><ul><li>Step 2: Envision the Solution </li></ul><ul><li>Address growing HR needs by creating a shared HR department </li></ul>“ Mutually Beneficial”
  8. 9. <ul><li>Step 3: </li></ul><ul><li>Who should be involved? </li></ul><ul><li>Identified ourselves as the partners </li></ul><ul><li>Obtained board approval </li></ul><ul><li>Secured foundation support </li></ul><ul><li>Hired consultant </li></ul>
  9. 10. <ul><li>Step 4: Conduct a Readiness Assessment </li></ul><ul><li>We hired consultants </li></ul><ul><ul><li>Helped us get established </li></ul></ul><ul><ul><li>Conducted an HR audit of each agency </li></ul></ul>
  10. 11. <ul><li>Step 5: Develop </li></ul><ul><li>a Plan </li></ul><ul><li>Established a workable model </li></ul><ul><ul><li>Id. Inputs, outputs & resources </li></ul></ul><ul><li>Created a job description </li></ul><ul><li>Agreed on plan for recruiting & hiring HR Director </li></ul><ul><li>Developed an Operating Agreement </li></ul>“ Jointly Developed Structure with Shared Responsibilities”
  11. 12. <ul><li>Step 6: Implemented the Collaborative </li></ul><ul><li>Operating Agreement includes: </li></ul><ul><li>Values & guiding principles. </li></ul><ul><li>How decisions are made. </li></ul><ul><li>The exit strategy. </li></ul>“ Mutual Authority and Accountability for Success”
  12. 13. <ul><li>Decision Making & Resolving Conflicts </li></ul><ul><li>Sustainable Funding </li></ul><ul><li>Uniformity/Consistency </li></ul><ul><li>Time & Energy </li></ul><ul><li>Growth of Agencies or Change in Leadership </li></ul>From Roadmap to Roadblocks What might the challenges be?
  13. 14. HR-C received the People Do Matter Award April 5, 2006
  14. 15. <ul><li>Step 7: Measure & Evaluate Results </li></ul><ul><li>Employee Surveys </li></ul><ul><li>Exit Interviews </li></ul><ul><li>EAP Reports </li></ul><ul><li>Various Individual Awards & Recognition </li></ul>
  15. 16. <ul><li>$227,000 vs. $700,000 </li></ul><ul><ul><li>What we each paid over 8 years vs. what we would’ve paid had we each hired an HR Director separately </li></ul></ul><ul><li>Staff power – difficult to quantify, but at least 2 people at each agency were spending time doing HR-related work </li></ul><ul><li>Risk reduction – risk, often associated w/dire financial consequences </li></ul><ul><li>Attracted other partners (i.e. funders, academia, in-kind donors) </li></ul>Bottom Line
  16. 17. <ul><li>Additional Economic Efficiencies: </li></ul><ul><ul><li>Benefits negotiations (health, dental, vision, EAP) </li></ul></ul><ul><ul><li>Recruitment & Hiring (efficient, better quality, lower advertising costs) </li></ul></ul><ul><ul><li>Enhanced workflow processes </li></ul></ul><ul><ul><li>Moral (employee surveys, exit interviews, employee recognition, etc.) </li></ul></ul><ul><ul><li>Professional Development </li></ul></ul>
  17. 18. <ul><li>Bethlehem Haven POWER </li></ul><ul><li>Lois Mufuka Martin, MEd Rosa Davis, MSW, ACSW </li></ul><ul><li>Executive Director Executive Director </li></ul><ul><li>412.391.1348 412.243.7535, x-213 </li></ul><ul><li>[email_address] [email_address] </li></ul><ul><li> </li></ul><ul><li>Center for Victims of Violence & Crime </li></ul><ul><li>Tracey Provident </li></ul><ul><li>Executive Director </li></ul><ul><li>412.482.3240, x-120 </li></ul><ul><li>[email_address] </li></ul><ul><li> </li></ul>Contacts & Resources