When One Hope United, a Chicago-based social and human services agency called upon Nonprofit HR, they were in crisis mode. Several unexpected leadership changes and the departure of the organization’s former CEO had left the One Hope United Team without a sound strategic partner or HR strategy.

One Hope United’s CFO, David McConnell, was serving as interim CEO until Scott Humphrey, long-time board member and chair took over the CEO position. The pair reached out to Nonprofit HR to stabilize the organization and radically evolve the role of HR.

Nonprofit HR conducted a functional needs assessment to better understand One Hope United’s mission and vision for their HR department and eventually landed on what they should do to propel their organization and obtain its full potential.

Additionally, Nonprofit HR discovered some distinct areas in need of improvement for One Hope United. While the organization was actively taking steps toward its mission, they did not have the ideal staff structure, professional development and leadership opportunities to fulfill their goals.

After intensive meetings and interviews that identified both weaknesses and opportunities, Nonprofit HR proposed a unique solution: Lisa Wright Ponce, Nonprofit HR’s Chicago practice lead, stepped in as One Hope United’s Chief Human Resources Officer (CHRO) for the length of the project – becoming a true strategic business partner every step of the way.

Under her leadership, Lisa restructured the HR team, changed job titles and reporting relationships and completely shifted the mentality of HR: HR was now to be viewed as a strategic business partner to the One Hope United leadership team. Lisa also assisted in the search, hire and transition of a new, permanent CHRO.

Today HR at One Hope United is so much more than payroll and procedures; it is about talent culture, performance and strategy. Take a look at our full case study here to learn more about One Hope United’s HR evolution from tactical agent to business partner and the role Nonprofit HR played in driving change at the organization.