We believe in the nonprofit sector, and its rich history…
Nonprofits in particular, face specific challenges that the for-profit sector does not. Nonprofits often rely on state, federal, or association funding to assist in fulfilling their missions. In addition, nonprofits search for private funding, or assistance from their board of directors to perpetuate their mission. As most nonprofits don’t have products to sell, budgeting becomes a significant challenge. It is with this challenge in mind, that HR Ally’s mission is the mission of your nonprofit.
HR Ally provides human resource management in the areas of…
These four management areas provide significant opportunities for your nonprofit to stabilize your budget, and your workforce.
Together, we’ll design a management program that suits your specific needs.
Health Insurance: Benefits management is more than simply buying group insurance for your organization. It’s designing a plan based on your firm’s specific demographics. It’s finding a benefits provider that understands that employee engagement drives better outcomes in wellness and disease management. It’s understanding that healthy employees lead directly to your organizations bottom line budget, by reducing overall healthcare costs, and limiting employee absenteeism.
Retirement Plan: Take care to design this plan appropriately to ensure all employees are benefiting per IRS regulations, and that your organization mitigates exposure to potential compliance penalties.
Life, Dental, and Disability: Most often, employer-sponsored life insurance is the only insurance an employee may have to protect their family. This is an important benefit, and one that can fit comfortably within your organizations budget. Dental and disability benefits can be designed on or off-budget (voluntary/payroll deducted). Make sure your organization contributes to the benefits that provide the most impact to your employees.
Many organizations make the mistake of thinking employee management means making sure everyone does their job. While that’s a significant part of the equation, the forward-thinking organization should also focus on making sure employees understand their job responsibilities by having their duties clearly defined. Employee management includes making sure your organization is providing an accurate wage for the duties performed by benchmarking incomes within your business sector. And, employee management means providing constructive feedback to your employees regarding their job performance. Remember, employee turnover costs your organization money in search/recruiting, training, and lost time or reassignments.
Be proactive with your current employee base, and reap the rewards of a satisfied workforce.
Good information in, means good information out. One of the best ways to keep employees happy is with accurate and timely paychecks. Make sure your payroll processes are up-to-date.
Regulations. Regulations. Regulations. Yes, business today has more regulations to comply with than ever before. From the Affordable Care Act to Workers Compensation, and everything in between, make sure your organization has the tools to mitigate potential fines, government actions, and lawsuits.