Nonprofits Balance Benefits Costs with Quality

Nonprofit teams are being asked to do more with less 💼 — and still protect the quality of care, service, and support they provide to their communities. That balance is not easy. What stood out to me in this piece is the reminder that employee benefits aren’t just a cost to manage — they’re a form of stewardship 🤝 And for many organizations, one of the most meaningful (and often overlooked) ways to serve your people well is through thoughtful, intentional health and wellness strategy 🌿 This is especially true for the nonprofit clients I work with every day — but honestly applies across industries. Worth the read if this is part of your world 📖 ⸻ #NonprofitLeadership #EmployeeBenefits #HRStrategy #BenefitsConsulting #WorkforceWellbeing #Stewardship #HealthcareCosts #HumanResources NFP Corporate Services (LA), Inc.

Strategic workforce planning is becoming a critical priority for the not-for-profit sector, but many organisations are still developing their approach. In partnership with Charities HR Network (CHRN), we explored how charities across the UK are approaching workforce planning today, and what needs to change to prepare for the future. CHRN is doing important work to move the sector forward on workforce strategy, and this research contributes to that wider conversation. The report explores: • How many charities have a formal workforce strategy • Where recruitment pressures are most acute • Skills gaps and leadership pipeline challenges • The role of pay, reward and DE&I in workforce planning If you're thinking about the future of your organisation’s workforce, this research offers valuable insight from across the sector. Click on the link in the comments to download the report. #NotForProfit #HR #WorkforcePlanning #PeopleStrategy #CHRN Strategic workforce planning research conducted in partnership with Charities HR Network.

Most boards are looking for savings in the dumbest possible place: Employee benefits. The usual playbook is painfully predictable: 1. Raise the deductible. 2. Increase the out-of-pocket. 3. Call it “being responsible.” Instead of saying, “We need to save money, so let’s make employees absorb more of the burden,” Try this instead: • Be open to restructuring the plan • Give employees options that fit their family • Remove waste without removing value That is exactly what happened for one mission-driven non-profit that focused on foster families. At first glance, it looked like the usual story: if they wanted to save money, they would need to cut benefits or push more costs onto employees. But we showed them a better way. 1️⃣ The plan was restructured. 2️⃣ Employees were given choices. 3️⃣ The organization saved over $1 million. That's what “too good to be true” looks like when it's actually true.

I am currently working with a non-profit organization that has experienced considerable increases to their employee benefits plan over the past few years. Naturally, renewal pricing became the initial focus of the conversation. But after digging deeper, we uncovered a much larger risk. Several members of their executive team earn well above the insured earnings maximum on their long term disability plan. In simple terms, if one of those individuals were to go off work due to illness or injury, a significant portion of their income would not actually be protected. That is a difficult reality for many organizations because on paper, they “have LTD coverage.” But in practice, there can be substantial gaps depending on compensation levels and plan design. The statistics around disability are sobering as well. Once someone has been away from work for approximately 10 weeks, the likelihood of a successful return drops significantly. For some organizations, the solution may involve reviewing plan design, exploring executive carve out strategies, or coordinating with individual disability coverage where appropriate. The key takeaway: Employee benefits are not just about renewal pricing. Sometimes the biggest risks are the ones hiding quietly inside the plan itself. #EmployeeBenefits #DisabilityInsurance #Leadership #NonProfit #HR #GroupBenefits #PeopleCorporation

When you review your benefits strategy, here are 3 things to consider: 1️⃣ What employees actually need 2️⃣ Whether the plan gives people meaningful choices 3️⃣ If “cost cutting” will quietly create bigger costs elsewhere Instead of saying, “We need to save money, so let’s make employees absorb more of the burden,” Try this: • Be open to restructuring the plan • Give employees options that fit their family • Remove waste without removing value That is exactly what happened for one mission-driven non-profit that focused on foster families. At first glance, it looked like the usual story: if they wanted to save money, they would need to cut benefits or push more costs onto employees. But we showed them a better way. 1️⃣ The plan was restructured. 2️⃣ Employees were given choices. 3️⃣ The organization saved over $1 million. That's what “too good to be true” looks like when it's actually true.

When you review your benefits strategy, here are 3 things to consider: 1️⃣ What employees actually need 2️⃣ Whether the plan gives people meaningful choices 3️⃣ If “cost cutting” will quietly create bigger costs elsewhere Instead of saying, “We need to save money, so let’s make employees absorb more of the burden,” Try this: • Be open to restructuring the plan • Give employees options that fit their family • Remove waste without removing value That is exactly what happened for one mission-driven non-profit that focused on foster families. At first glance, it looked like the usual story: if they wanted to save money, they would need to cut benefits or push more costs onto employees. But we showed them a better way. 1️⃣ The plan was restructured. 2️⃣ Employees were given choices. 3️⃣ The organization saved over $1 million. That's what “too good to be true” looks like when it's actually true.

The nonprofit sector is facing a workforce crisis marked by burnout, high turnover, and talent gaps. As mission-driven professionals, we often push ourselves to the limit, but this can lead to emotional exhaustion and decreased engagement. To combat this, nonprofits must prioritize employee well-being, strengthen total rewards, and build sustainable structures. By investing in our teams, we can ensure that our organizations not only survive but thrive. Let’s shift from reactive problem-solving to proactive workforce strategies! Read more about how we can support our nonprofit workforce: https://lnkd.in/g5HDZBZk #Nonprofit #WorkforceCrisis #EmployeeWellbeing

We are excited to announce a significant development that will make it easier for government agencies and non-profit organizations to access WEX's comprehensive suite of employee health benefits solutions. Our offerings for Employee Financial Wellness, encompassing HSAs, FSAs, COBRA administration, and more, are now available through Sourcewell. 🤝🎉 This new avenue allows you to take advantage of competitively procured contracts, streamlining the procurement process and satisfying your organization's requirements through cooperative purchasing. We believe this collaboration with Sourcewell will offer a more effective and efficient way for eligible public sector organizations to partner with WEX. http://spr.ly/6045BB36GL

I came across a recent(ish) report from the Charity Commission for England and Wales on risks facing charities, and it really resonated with what I see working in HR in the sector. The report highlights governance and safeguarding as key areas of risk — particularly for smaller organisations, where limited capacity can mean issues have a much bigger operational and reputational impact. While the report doesn’t talk about ‘HR’ directly, it got me thinking that many of these risks play out through how people are managed day to day. I’ve added a link to the report in the comments. Working in HR in small charities, I’ve seen how easy it is for people issues to take up more time than anything else. In smaller organisations, there’s rarely a dedicated HR function. Managers are balancing multiple roles, and people issues are often dealt with as they come up. That can work — until it really doesn’t. From my experience, without clear and consistent approaches to managing people, the same challenges tend to come up again and again. Small issues aren’t always addressed early, and over time, that creates pressure across the organisation. It often shows up as: • Ongoing performance issues that are difficult to resolve • Rising absence or burnout risk in already stretched teams • Leaders spending more time firefighting than focusing on services • Frustration when decisions feel inconsistent or unclear This isn’t about poor intentions. I know most charities are doing their best in a complex and demanding environment, often with limited time and resource. But being values-led doesn’t remove the need for clarity and accountability. From where I sit, this is where HR adds real value — not by adding unnecessary process, but by helping create the structure and consistency that allows organisations to run more effectively. When that’s in place, managers feel more confident, issues are dealt with earlier, and there’s more space to focus on the work that really matters. And in smaller charities, that can make a significant difference to both people and outcomes. Does this reflect what others are seeing in small charities at the moment?   #CharitySector #HR #PeopleManagement #SocialEnterprise #Leadership

Are you confident your organisation is managing holiday entitlement correctly? It’s one of those areas that feels straightforward… until it isn’t. Between changing regulations, part-time calculations, carry-over rules and seasonal pressure, it’s surprisingly easy for things to slip out of alignment. We’ve just published a new blog from our partner CITATION that breaks it all down in a clear, practical way for employers and charity leaders helping you stay compliant while avoiding unnecessary admin headaches. If you’re responsible for HR, finance, or operational planning, it’s well worth a read: 👉 https://lnkd.in/ek56BFBZ A timely reminder as we move through a busy year and a useful check-in to make sure your processes are still working for your team. #SEI #HolidayEntitlement #HRCompliance #PeopleManagement #EmploymentLaw #HRBestPractice #CharitySector #NonprofitHR