On Building Talent Management Capacity for Nonprofits

The more information we have, the better off we are – especially when it comes to nonprofit staffing in support of communities and all aspects of health. Nonprofit HR, a new Independent Sector member, works to drive growth for nonprofits, including associations, trade organizations, foundations, charities, and social enterprises. It also focuses on diversity, equity, and inclusion.

We learned more about Nonprofit HR from Atokatha Ashmond Brew, its Managing Director for Client Marketing and Strategic Communication.

LMJ: Could you tell us about Nonprofit HR and the work that you do?

Atokatha Ashmond Brew

AAB: Since 2000, Nonprofit HR’s purpose has been to drive growth for nonprofits, including associations, trade organizations, foundations, charities and social enterprises. Our primary clients are social impact sector leaders and human resources professionals, and together we thought-partner to advance their organization’s talent management priorities. Service areas we focus on include Strategy and Advisory, HR Outsourcing, Search, Total Rewards, and Diversity, Equity and Inclusion.

Nonprofit HR is also widely recognized as a leader in gathering data and developing talent management resources for nonprofit leaders and human resources professionals. Every aspect of our work and research is anchored in our commitment to be impact-driven, results-focused, and values-led. Our client community is made up of every social sector mission-type, from animal rights and advocacy to economic development, health services, human services, education, social justice and women’s issues. Our client community spans the nation. We service every major metro market, from Washington, DC and New York City to San Francisco and Los Angeles.

LMJ: As an Independent Sector member, what are you looking forward to that will help your organization better achieve your mission?

AAB: Nonprofit HR is looking forward to engaging with and learning about the talent management priorities, successes and challenges Independent Sector members are experiencing! We are also interested in exploring strategic partnership opportunities that would expand access to talent management advisory services. We believe that every organization’s mission is unique and requires a unique talent management approach that is rooted in best practices. We also know budget constraints limit some organizations for accessing the services they need. Forming strategic partnerships is one way we want to add to the Independent Sector community. This type of partnering will allow organizations to strengthen their talent attraction, grow and value practices.

LMJ: Independent Sector brings together a diverse community of changemakers. Why did your organization decide to become an Independent Sector member?

AAB: Organizations are seeking transformational change that maximize their people management capacity and sustain their missions. Nonprofit HR values the role that Independent Sector plays as a primary thought leader of the social sector. We believe that Independent Sector’s mission adds tremendous value to the social sector as whole and by extension, the national and global economy.

Often, our senior management team and talent management expert consultants leverage Independent Sector’s mission, voice, work and research. Nonprofit workforce needs are complex and organizations are constantly seeking voices of authority to guide them through unprecedented change. Collaborating to identify and offer scalable solutions that will benefit the entire Independent Sector community directly aligns with our vision and commitment increasing the talent management capacity of the social sector.

LMJ: How is Nonprofit HR collaborating with organizations to create a healthier sector and racially equitable and just nation?  

AAB: Partnering with organizations to create inclusive, equitable, and diverse workspaces is one of Nonprofit HR’s primary service offerings. We believe in the power of DEI so much that we were our first client. We recognize that knowing where and how to embark on an organization’s work in DEI can be the hardest step. It is not uncommon for nonprofits, associations, philanthropy and social enterprises to struggle with where to begin their DEI journeys. Our research has allowed us to aggregate and share data, insights, and practical guidance to create and advance DEI priorities.

Consistently, we leverage our research capability and expert consultant community to connect and expand talent management and DEI bodies of knowledge. Most recently, we released our second-annual Nonprofit Diversity Practices Report and most recently, we launched the first-even Health Equity Executive Guide for nonprofit and social sector leaders. This unique publication urged organizations to convene internal and external stakeholders to increase examine their employee benefits through a lens of equity in order to increase healthcare access and usage across their entire workforce. Additionally, our internal focus on DEI allowed us to finalize the next iteration of our DEI strategic plan, ensuring that our external service priorities and internal organizational culture priorities are aligned.

Learn about other Independent Sector members and becoming a member.

Types: Blog
Global Topics: ChangeWorks, Infrastructure, IS Member, Nonprofit Health