B Shared Hr Functions


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Shared HR Functions from Caster Family Center for Nonprofit Research event on June 5, 2009. The event was sponsored by U.S. Bank.

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B Shared Hr Functions

  1. 1.   Partners Bethlehem Haven Center for Victims of Violence & Crime POWER Pittsburgh, Pennsylvania
  2. 2. Bethlehem Haven’s mission is to provide a continuum of care to homeless women that leads to self sufficiency. The Center for Victims of Violence & Crime’s mission is to heal trauma, resolve conflict & end violence. POWER’s mission is to help women reclaim their lives from the disease of addiction & to reduce the incidence of addiction in future generations.
  3. 4. <ul><li>Collaboration . . . mutually beneficial relationship between two or more organizations that includes: </li></ul><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>
  4. 5. “ Mutually Beneficial” <ul><li>Step 1: </li></ul><ul><li>Identified the Problem </li></ul><ul><li>Growing HR needs </li></ul><ul><li>Limited resources </li></ul><ul><li>Step 2: Envisioned the Solution </li></ul><ul><li>To address growing HR needs by creating a shared HR department </li></ul>
  5. 6. Getting Started <ul><li>Step 3: 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 initial Foundation support </li></ul><ul><li>Hired Consultant </li></ul>
  6. 7. HR Director & Partners with consultant Kate Dewey, Dewey & Kaye
  7. 8. “ Commitment to Shared Relationships & Goals” <ul><li>Why it worked (and works!) </li></ul><ul><ul><li>Initially . . . Trust, respect & mutual likability </li></ul></ul><ul><ul><li>Throughout . . . Operating Agreement </li></ul></ul><ul><ul><li>Today . . . History and trust, respect & mutual likability </li></ul></ul>The Relationship
  8. 9. HR-C Original Partners <ul><li>HR Director, Nancy Simpronio, with Executive Directors of HR-C Partner Agencies – Marilyn Sullivan, Rosa Davis and Stephanie Walsh </li></ul>
  9. 10. The Goals <ul><li>Address growing HR & personnel management needs of the three partner agencies </li></ul><ul><li>Ensure legal compliance & best practices </li></ul><ul><li>Become employers of choice </li></ul><ul><li>Realize cost savings through economies of scale </li></ul>
  10. 11. <ul><li>Step 4: Conducted a Readiness Assessment </li></ul><ul><li>Hired consulting firm to conduct HR audits of each organization </li></ul>
  11. 12. “ Jointly Developed Structure with Shared Responsibilities” <ul><li>Step 5: Developed </li></ul><ul><li>a Plan </li></ul><ul><li>Establish a workable model </li></ul><ul><li>Created a job description </li></ul><ul><li>Agreed on plan for recruiting HR Director </li></ul><ul><li>Developed an Operating Agreement </li></ul>
  12. 13. Planning Cont’d. <ul><li>Agreed on Resources & Inputs </li></ul><ul><ul><li>Time ~ commitment to monthly meetings </li></ul></ul><ul><ul><li>Talent ~ each ED took responsibility for portion of the plan (i.e. grant writing, supervision, pr) </li></ul></ul><ul><ul><li>Funding ~ sought & secured $325,000+ from foundations </li></ul></ul>
  13. 14. Planning Cont’d. <ul><li>Identified Desired Outputs </li></ul><ul><ul><li>Hire & Share HR Director </li></ul></ul><ul><ul><li>Develop materials, templates, etc. </li></ul></ul><ul><ul><li>Establish structure for future expansion </li></ul></ul><ul><li>Assigned responsibilities </li></ul><ul><ul><li>Rosa ~ grant writer & keeper of records </li></ul></ul><ul><ul><li>Stephanie ~ space & management </li></ul></ul><ul><ul><li>Marilyn ~ communications/PR </li></ul></ul>
  14. 15. “ Mutual Authority & Accountability for Success” <ul><li>Step 6: Implemented the Collaborative </li></ul><ul><li>Operating Agreement described: </li></ul><ul><ul><li>our values & guiding principles </li></ul></ul><ul><ul><li>how decisions would be made </li></ul></ul><ul><ul><li>the exit strategy </li></ul></ul>
  15. 16. HR-C received the People Do Matter Award April 5, 2006
  16. 17. HR-C wins People Do Matter award, sponsored by the PHRA, in the category of “Work Structures & Processes” <ul><li>Nancy Simpronio, MSHR, PHR and her mom! </li></ul>
  17. 18. <ul><li>Increased Local Visibility & National Attention </li></ul><ul><li>Respect & Recognition/Model </li></ul><ul><li>Increased Funding from Foundation Community </li></ul><ul><li>Opportunities to Share & Learn Outside of HR </li></ul>SHARING MORE RESOURCES & REWARDS
  18. 19. So, where are we now and where are we headed?
  19. 20. Today’s Team
  20. 21. A Strategy for Expanding the Impact of the HR-C <ul><li>With additional funding from Richard King Mellon Foundation , we hired consultant Rhonda Schuldt of The Synergos Group LLC to help us develop a business model & plan for expanding the HR-C. (Outline for the business plan developed by consultant follows) </li></ul>
  21. 22. An Expanded HR-C <ul><li>The HR-C’s Primary Customer </li></ul><ul><ul><li>Executive Directors of Nonprofit Organizations </li></ul></ul><ul><li>What They Need (What we’ve learned*) </li></ul><ul><ul><li>HR Audits </li></ul></ul><ul><ul><li>Benefits and Pay </li></ul></ul><ul><ul><li>Professional/Expert Knowledge </li></ul></ul><ul><ul><li>Uniform Policies and Procedures </li></ul></ul><ul><ul><li>Successful Recruiting & Retention </li></ul></ul><ul><ul><li>Collaboration Consulting </li></ul></ul><ul><ul><li>* customer research through surveys in early 2008 & executive director round table discussion in the summer of 2008 </li></ul></ul>
  22. 23. What Has Changed? Radically Changing Economic Times <ul><li>Current HR-C Members </li></ul><ul><li>All 3 have merged and/or grown – increased complexity & issues that accompany such changes have stressed HR-C capacity </li></ul><ul><li>Nonprofit Community </li></ul><ul><li>Stress on Employees – as more people seek assistance & resources to deliver services, organizations need assistance in training, motivating & retaining employees </li></ul><ul><li>Downsizing – assistance with layoffs and organizational closures </li></ul><ul><li>Risk Management – employee stress can increase risk, particularly in human services agencies </li></ul><ul><li>Partnership & Mergers – cultural and programmatic alignment to better serve the community through organizational alliances </li></ul>
  23. 24. <ul><li>Invest in staff development – “Agency leaders must be cautious of the stress being placed on nonprofit staffs and avoid burnout during this tumultuous time. Workloads must be monitored, and agencies must implement activities to keep staff energized, refreshed, and current with needs and trends.” </li></ul><ul><li>Understanding the Impact of the Economic Downturn on Pittsburgh Residents and Human Services Agencies The Forbes Fund November 2008 </li></ul>
  24. 25. OPPORTUNITY <ul><li>“ We are all faced with a series of great opportunities - brilliantly disguised as insoluble problems.” </li></ul><ul><li>~ John W. Gardner </li></ul>
  25. 26. Immediate Opportunities <ul><li>Assist organizations in crisis by helping them thoughtfully address staff reductions while maintaining </li></ul><ul><li>critical services. </li></ul>
  26. 27. Longer Range Opportunities Strategic Direction <ul><li>Mission our purpose, expressed in lives changed </li></ul><ul><li>“ To professionalize human resources </li></ul><ul><li>for nonprofit organizations so they </li></ul><ul><li>can better focus on their mission. ” </li></ul><ul><li>9/3/08 </li></ul>
  27. 28. Strategic Vision strategic destination…where we want to be <ul><li>“ The HR-C will be a premier </li></ul><ul><li>builder of human resource capacity </li></ul><ul><li>for the nonprofit community in Southwestern Pennsylvania” </li></ul><ul><li>9/3/08 </li></ul>
  28. 29. Responding to the Needs differing levels of need and engagement <ul><li>Partners </li></ul><ul><ul><li>New partners in the “ collaborative ” </li></ul></ul><ul><ul><li>Professional HR function to be present within the organization </li></ul></ul><ul><ul><li>HR professional as a member of the management team </li></ul></ul><ul><li>Clients </li></ul><ul><ul><li>Specific services offered </li></ul></ul><ul><ul><li>Short-term engagement </li></ul></ul><ul><ul><li>“ consulting ” </li></ul></ul><ul><li>Subscribers </li></ul><ul><ul><li>Access to a knowledge bank, updated information related to HR issues </li></ul></ul><ul><ul><li>“ Call-In ” option for HR questions needing a quick answer from a HR professional </li></ul></ul><ul><ul><li>Community/Network </li></ul></ul>
  29. 30. Potential Offerings
  30. 31. Strategic Next Steps Moving Forward
  31. 32. Contacts & Resources <ul><li>HR-C, Nancy Simpronio, PHR </li></ul><ul><ul><li>412.243.7535, x-221 </li></ul></ul><ul><ul><li>[email_address] </li></ul></ul><ul><li>Bethlehem Haven, Lois Mufuka-Martin, MEd </li></ul><ul><ul><li>412.391.1348 </li></ul></ul><ul><ul><li>[email_address] </li></ul></ul><ul><ul><li>www.bethlehemhaven.org </li></ul></ul>
  32. 33. Contacts & Resources <ul><li>CVVC, Stephanie Walsh, MSW </li></ul><ul><ul><li>412.482.3240, x-120 </li></ul></ul><ul><ul><li>[email_address] </li></ul></ul><ul><ul><li>www.cvvc.org </li></ul></ul><ul><li>POWER, Rosa Davis, MSW </li></ul><ul><ul><li>412.243.7535, x-213 </li></ul></ul><ul><ul><li>[email_address] </li></ul></ul><ul><ul><li>www.power-recovery.com </li></ul></ul>
  33. 34. Contacts & Resources <ul><li>The Synergos Group LLC, Rhonda Schuldt </li></ul><ul><ul><li>412.551.4408 </li></ul></ul><ul><ul><li>[email_address] </li></ul></ul><ul><ul><li>www.synergosgroup.com </li></ul></ul><ul><li>Dewey & Kaye, Kate Dewey </li></ul><ul><ul><li>412.281.9690 </li></ul></ul><ul><ul><li>[email_address] </li></ul></ul><ul><ul><li>www.deweykaye.com </li></ul></ul>
  34. 35. Contacts & Resources <ul><li>The Forbes Funds, Diana Bucco </li></ul><ul><ul><li>412. 394.4271 </li></ul></ul><ul><ul><li>[email_address] </li></ul></ul><ul><ul><li>www.forbesfunds.org </li></ul></ul>