Human
Resources

Why Partner With Us?

CUSTOMIZED APPROACH

Our HR Business Partners dedicate the time to understand nuances from personnel to organizational needs. We tailor our collective HR expertise and knowledge to better align with your organization and optimize your HR functions & processes.

STRATEGIC PARTNERSHIP

Through our varied expertise, we provide HR guidance to you. Together we manage change to achieve symmetry between organizational strategy, people, process, and culture.

STAY COMPLIANT

Our attorney-led team of HR Business Partners will give you the confidence and satisfaction of staying compliant in fast-changing HR landscape, by interpreting your needs to fit the mission or business model of your organization.

PEACE OF MIND

Our HR Business Partners can supplement your team by ensuring your practices follow industry standard and help relieve you of administrative tasks, simplifying and implementing HR Best Practices.

What Kiwi Partners Can Do For You

HR For You

Provide support navigating through every aspect of the employee lifecycle.
Maintain & optimize HR systems
Develop processes to help save time & grow efficiencies.
Attract, retain, engage, and train employees & leadership.
Shift culture to achieve the best work environment.
Stay compliant in a fast-changing HR landscape.

Let's Work Together

Projects

Diversity and Inclusion Strategies
Staff Guide Development and Review
Compliance Assessment
Digital Analysis & Transformation
Strategy & Operational Alignment
Compensation Strategy and Planning
Learning & Development
Policy Review
Staffing Strategies
And more

Let's Work Together

Meet The Team

Our team has degrees and training in Industrial Psychology, Social and Organizational Psychology, Labor Law, Labor Relations, Human Resource Management, and Development and has SHRM and HRCI certifications.

Joyce Acosta photo - link to Joyce's HR Insights

Read Our HR Insights

Budgeting for Impact: How FP&A Helps Nonprofits Plan Smarter

Nonprofit finance teams face increasing complexity—from restricted funding to board reporting. This article explores how FP&A supports smarter budgeting, forecasting, and scenario planning, with practical insights from nonprofit finance leaders who have implemented FP&A in lean organizations.

Change Management for Nonprofits: How to Drive ERP Adoption and Success

Implementing a new ERP system is a major milestone for any nonprofit. But technology alone won’t guarantee success. It's estimated that 70% of system implementations fail due to poor user adoption . For nonprofits—where resources are limited and staff wear multiple hats— change management is essential . To ensure success, focus on three pillars: Stakeholder Engagement Clear Communication Effective Training Together, these elements form a strong foundation for lasting transfor

Finance Systems for Nonprofit Leaders: Building Resilience Through People, Process, and Technology

In today’s complex nonprofit environment, finance leaders are navigating unprecedented challenges—from funding instability and workforce shortages to outdated systems and increasing compliance demands. Our recent webinar, Finance Systems for Nonprofit Leaders , brought together Lisa Toback, Kiwi’s Head of Consulting services and Kate Koraia, Sr. Director, to explore how aligning people, process, and technology can help nonprofit finance teams build resilience and drive susta

Success Stories

REDUCE RISKS & INEFFICIENCIES:
BEST PRACTICES

Prior to Kiwi Partners, the nonprofit had different systems for benefits administration, payroll, and human resource information. They also did not have a process in place for timesheet management.

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REDUCE RISKS & INEFFICIENCIES:
BEST PRACTICES

Before working with Kiwi Partners, this international organization was not in compliance with local, state, and federal laws. Their HR processes, such as onboarding, recruiting, and performance management were not effective. Their HRIS was underutilized by staff.

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REDUCE RISKS & INEFFICIENCIES:
BEST PRACTICES

Before Kiwi Partners, this NYC chapter of a nationwide nonprofit had an organizational restructuring which lead to the collapse of their HR department. The organization was in a vulnerable state due to lack of process documentation when employees resigned. The HRMS was underutilized by staff.

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