HR Insights

As someone who's spent 15 years working with nonprofits, I've seen mission-driven organizations get blindsided by I-9 compliance issues. Nonprofits are particularly vulnerable to I-9 violations, and it's not because they're careless. It's because they're often operating with lean HR resources, wearing multiple hats, and focusing (rightfully) on their mission over administrative details. But I-9 violations can be costly for organizations.

Summer internships are a great opportunity for nonprofits to build future talent, gain fresh perspective, and offer meaningful experiences to emerging professionals. But a good internship program takes more than posting a role and hoping for the best.

In the world of HR, we've mastered the art of first impressions. We craft elaborate onboarding experiences, design welcome packages, and invest resources in helping new hires feel valued (all good things). But what happens when the employment relationship comes to an end? Too often, organizations fumble the final phase of the employee experience, forgetting that the person walking out the door deserves the same care and attention they received walking in.

Ever had that moment in a meeting where you had an idea but kept quiet because you weren't sure how it would land? Or maybe you noticed a potential problem in a project but didn't speak up because you didn't want to be "that person"? If so, you've experienced what happens when psychological safety is not at the level it should be at work.

At People Matter Most, we believe that the success of any team starts with understanding the individuals that make it up. That’s why we’re excited to integrate the Working Genius Framework, developed by Patrick Lencioni and The Table Group, into our professional development training offerings. This framework helps teams improve communication, increase productivity, and enhance team dynamics.

In today's competitive talent market, nonprofits face unique challenges in attracting and retaining top talent while balancing tight budgets. From my perspective as an HR consultant, one powerful yet often overlooked tool in the nonprofit employer's arsenal is a retirement benefits package. Despite common misconceptions, offering retirement benefits – including employer matching – isn't just for the corporate world. Let's explore why retirement benefits matter and how your nonprofit can make them work.

As someone who has spent years in the nonprofit sector, I can tell you that recruiting for nonprofit roles isn't just about finding someone with the right skills—it's about finding someone with the right passion.

The new year is here, and I know your plate is already full with exciting plans for 2025. Let's walk through three key HR tasks that need your attention this month – don't worry, I'll keep it straightforward and manageable.

As the year winds down, many nonprofit organizations consider offering financial gifts to their staff as a gesture of appreciation. Having experienced this process from both perspectives—as a nonprofit employee receiving year-end bonuses and as a leader structuring compensation—I’ve realized these moments represent more than just financial transactions. They are opportunities to recognize dedication, foster sustainability, and honor the mission-driven spirit that defines nonprofit work.

We've all been there – it's November, and someone cheerfully suggests, "Let's circle back in the new year!" This phrase can signal the beginning of a seasonal slowdown that many nonprofits experience. This season brings unique opportunities to balance year-end goals with well-deserved celebration and rest.

Today we're diving into a topic that might make some nonprofit leaders squirm in their seats – compensation analysis. Stick with me, because this practice is actually pretty crucial (and dare I say, interesting?) when it comes to running a successful organization.

In the world of nonprofit organizations, passion for the cause is often what brings people together. But it's the skills of managers and supervisors that truly drive an organization's success. That's why investing in leadership training isn't just helpful—it's essential for the long-term impact and sustainability of nonprofits.

Calling all nonprofit leaders! In the fast-paced world of mission-driven work, keeping your people energized and connected to your cause matters. As a former executive leader, supervisor, and team member at a nonprofit, I've witnessed firsthand the transformative power of engaged employees. They're not just more productive; they're critical to driving innovation and impact at your organization.

Let's talk about something I'm seeing way too often in the nonprofit sector: burnout. After 15 years of working with nonprofits, I can tell you this - burnout is real, it's widespread, and it's hurting our ability to make the impact we all want to see in our communities.

Let's face it: working in nonprofit HR isn't for the faint of heart. With limited resources and ever-changing demands, it can feel like you're constantly trying to solve a Rubik's Cube blindfolded.

Working at a nonprofit organization can be immensely rewarding, knowing that your efforts are making a positive impact on causes and communities in need.

In the nonprofit sector, cultivating high performers is essential when it comes to impact and meaningful change. High performers only make up about 10-15% of your workforce. The task at hand is to develop those with high performing potential to become high performers.

In the nonprofit sector, attracting and retaining top talent can be challenging, especially when constrained resources can mean salaries that can’t compete with the for-profit sector.

When it comes to creating lasting impact, learning and development fuel progress, innovation, and success for nonprofits and their dedicated teams.

Onboarding isn't just a checklist; it's like planting seeds for the future of nonprofits.