How a Values-Aligned HR Partner Can Strengthen Culture and Mission Alignment in Nonprofits

As the leader of our Outsourced HR Services team for nonprofits, I have the privilege of working with organizations that are deeply committed to their missions.

Recently, I partnered with a highly progressive nonprofit that was intentional about dismantling traditional corporate systems they felt were repressive. From the very beginning, this organization set out to move away from traditional corporate stereotypes and discriminatory practices. Their goal was to create a more inclusive, thoughtful, and innovative working environment that reflected their mission.

The Challenge

The organization faced significant challenges in finding an HR thought partner who could truly align with their values. They needed someone who could navigate the complexities of language and identity in the workplace while still ensuring compliance with regulations.

Their search had been a long one, and they were looking for someone who could understand and support their bold and just vision for culture and people practices.

Finding a Values-Aligned HR Partner

When they first reached out, the organization shared their frustration:

• They had been searching for someone who “got it” — someone who could see HR not just as compliance, but as a cultural and human experience.

• They needed help clarifying roles and ensuring every team member understood how their work advanced the mission.

• They wanted HR processes that would reflect — not dilute — their progressive approach to workplace culture.

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My Approach: Building Trust Before Processes

Before I drafted a single framework or policy, I took the time to build a human connection. We shared our personal stories, our nonprofit sector experiences, and the values that shaped our work.

Once we felt aligned, I began gathering insight into:

• How they defined their culture

• Where role clarity was missing

• Which areas of HR process needed the most attention

It quickly became clear that a lack of role clarity was the biggest gap. When roles are clearly defined, it fosters open communication, mutual understanding, and a stronger sense of alignment across the team.

Developing a Thoughtful, Inclusive Framework

To address this, I created a custom set of questions to help document each team member’s responsibilities and connection to the mission.

I collaborated closely with their leadership team to:

• Refine language so it reflected inclusivity and intentionality

• Ensure the process felt human-centered and aligned with their values

• Adapt questions based on ongoing feedback

  
  

Engaging with the Team

I personally interviewed each team member — not just to gather information, but to hear their perspectives and lived experiences.

From these conversations, I was able to:

• Capture how each role contributed to the mission

• Identify overlaps or gaps in responsibilities

• Create a visual accountability and responsibility chart so the whole team could see how they worked together toward shared goals

  
  

The Impact on HR Practices

While this work isn’t “traditional HR” in the sense of payroll or benefits administration, it has already  influenced their HR operations and processes. Job descriptions have been developed to become more accurate and reflective of real contributions.

Looking ahead, the insights from this work will also help shape more focused feedback sessions that stay closely aligned with the mission. In addition, it will continue to enhance transparency across the team, further building trust and strengthening the culture.

By clearing defining roles and responsibilities, we will help create a stronger, more connected organization — one that was not only compliant, but culturally aligned and people-focused.

Reflection

This experience reminded me why I do this work: HR isn’t just about policies and compliance. At its best, it’s about people, purpose, and alignment.

When nonprofits have an HR thought partner who shares their values, the results go far beyond process improvement — they build stronger, more intentional workplaces that better serve their communities.

Let’s Work Together

If your nonprofit is ready to align your HR practices with your mission, my team and I can help. Our

Outsourced HR Services for nonprofits combine compliance expertise with deep cultural awareness, helping you strengthen both your workplace and your impact.

📩 Learn more about our Outsourced HR Services and how we can help your nonprofit thrive.

About the Author:

Diana Gallardo-Laska, J.D., SHRM-SCP first joined Kiwi Partners in 2000 and rejoined our team in 2006 as SVP of Human Resources Services. Diana leads a dedicated team focused on outsourced Human Resource services. In her role, Diana is able to utilize her diverse financial, legal and management skills to benefit our nonprofit clients.  Over the years, she has worked with over 200 nonprofit clients delivering human resources services and support. 

Diana's Bio