Human Resources Collaborative, POWER

Building Opportunities through Creative Collaborations Strategic Alliances Seminar Tuesday, August 30, 2011 The Forbes Funds

2001 ~ Discussions 2003 ~ HR Director

What problem were we looking to solve or what service/function did we want to enhance?
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.

2001 – 2010 Informal with Operating Agreement
No legal authority governing HR-C
Each agency responsible & assumed liability
Shared leadership, with HR Director as facilitator
HR Director an employee of CVVC to receive compensation
CVVC invoiced BH & POWER monthly
2011 LLC (Limited Liability Corporation)
Operating Agreement
Non-profit, Member Driven
No Board of Directors
HR Director serves as Director of the HR-C
Two officers (President & Secretary) rotate annually

Commitment to shared relationships & goals
Jointly developed structure & shared responsibility
Mutual Authority & Accountability
Sharing of Resources & Rewards
Report from The Forbes Funds
What works? Collaboration . . . mutually beneficial relationship between two or more organizations that includes:

Within the context of the Criteria for Management Excellence . . .
Say What You Do
Do What You Say
Prove It
The Forbes Funds ~ Management Excellence
What works?

Step 1:
Identify the Problem
Growing HR needs
Limited resources
Step 2: Envision the Solution
Address growing HR needs by creating a shared HR department
“ Mutually Beneficial”

Step 3:
Who should be involved?
Identified ourselves as the partners
Obtained board approval
Secured foundation support
Hired consultant

Step 4: Conduct a Readiness Assessment
We hired consultants
Helped us get established
Conducted an HR audit of each agency

Step 5: Develop
a Plan
Established a workable model
Id. Inputs, outputs & resources
Created a job description
Agreed on plan for recruiting & hiring HR Director
Developed an Operating Agreement
“ Jointly Developed Structure with Shared Responsibilities”

Step 6: Implemented the Collaborative
Operating Agreement includes:
Values & guiding principles.
How decisions are made.
The exit strategy.
“ Mutual Authority and Accountability for Success”

Decision Making & Resolving Conflicts
Sustainable Funding
Uniformity/Consistency
Time & Energy
Growth of Agencies or Change in Leadership
From Roadmap to Roadblocks What might the challenges be?

HR-C received the People Do Matter Award April 5, 2006

Step 7: Measure & Evaluate Results
Employee Surveys
Exit Interviews
EAP Reports
Various Individual Awards & Recognition

$227,000 vs. $700,000
What we each paid over 8 years vs. what we would’ve paid had we each hired an HR Director separately
Staff power – difficult to quantify, but at least 2 people at each agency were spending time doing HR-related work
Risk reduction – risk, often associated w/dire financial consequences
Attracted other partners (i.e. funders, academia, in-kind donors)
Bottom Line

Additional Economic Efficiencies:
Benefits negotiations (health, dental, vision, EAP)
Recruitment & Hiring (efficient, better quality, lower advertising costs)
Enhanced workflow processes
Moral (employee surveys, exit interviews, employee recognition, etc.)
Professional Development

Bethlehem Haven POWER
Lois Mufuka Martin, MEd Rosa Davis, MSW, ACSW
Executive Director Executive Director
412.391.1348 412.243.7535, x-213
[email_address] [email_address]
www.bethlehemhaven.org www.power-recovery.com
Center for Victims of Violence & Crime
Tracey Provident
Executive Director
412.482.3240, x-120
[email_address]
www.cvvc.org
Contacts & Resources

Human Resources Collaborative, POWER

by GPNP on Aug 31, 2011

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Human Resources Collaborative, POWER — Presentation Transcript