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HR Introduction | Developing an HR Department
HR Introduction | Developing an HR Department
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When is a separate human resources department necessary?
Many nonprofits function for their entire life cycle with no explicit human resources department. Various HR activities such as recruiting, hiring, and compensation may be handled by executive staff. Likewise, payroll, benefit administration, and/or training and development functions are often outsourced or administered by an assistant.
If a nonprofit organization experiences sudden or long-term growth which results in additional staff, there may come a point when HR activities can no longer be effectively embedded within other positions or departments. Certain signals—a certain number of staff, the existence of multiple programs, or a lack of cohesion in staffing practices and policies in the nonprofit—may suggest that a reassessment of the HR function is required.
Helpful Links
 Nonprofit-specific
La Piana Associates"A Case Study in the Creation of an Effective Human Resources Function: Yosemite National Institutes (YNI)" (undated)
Vault "Who's Minding HR?" (undated)
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Starting a nonprofit human resources function from scratch.
When starting a nonprofit organization or starting a human resources function within a nonprofit organization, certain basics should be covered and addressed immediately. Policies and procedures should be immediately created, implemented, and/or updated. Information systems must be streamlined, protected, updated, and organized. In this establishment period, risk management is the focus.
Helpful Links
Nonprofit-specific
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A human resources department of one.
Many small- or mid-sized nonprofit organizations rely on just one person to take care of the entire HR function. With no support staff to buoy their efforts, the solo HR practitioner may have particular challenges. Especially in nonprofit organizations where high stress and turnover are common, an HR department of one may feel isolated and overwhelmed. To make things even more challenging, the solo practitioner may only work part-time.
In such situations, systems must be impeccably run and streamlined, certain HR activities should be outsourced if possible, and technology should be used to automate as many processes as possible.
Helpful Links
Nonprofit-specific
HR Magazine "Find Your Mentor: To Keep Their Careers from Stalling, HR Professionals Can Set Up Informal Mentoring Relationships" (Mar 2004)
HR Magazine "Flying Solo: Being the Only HR Practitioner in an Organization Has Its Highs and Lows" (Aug 1999)
HR One, Inc. "Where Should You Put Your Energy When You're an HR Dept. of One?" (undated)
Monster.com"Alone and In Charge: Be an HR Solo Practitioner" (undated)
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