Prospect HR Consulting

11/04/2026

Nonprofit executive turnover runs up to 22% a year. And in a Bridgespan study of new CEOs, 46% said they got little or no help from their boards when they started.�

Boards that keep their EDs tend to do a few things on purpose. They agree on expectations early, and revisit them. Share hard news early, without blame. Give context, so the ED isn’t guessing what the board thinks. Stay in their governance lane instead of going around the ED to staff. And, treat the annual CEO evaluation as a real two-way conversation.

Burnout prevention is a shared responsibility. Guest contributor Hardy Smith, author of Stop The Nonprofit Board Blame Game, breaks down what boards can do. Read it here: https://prospecthrc.com/setting-your-executive-director-up-for-success-the-boards-role-in-preventing-burnout/�

Learn how nonprofit boards can set their executive director up for success, from onboarding and communication to meaningful annual CEO evaluations.

10/28/2026

Remote and hybrid work changed how teams hire. It didn’t change why screening matters.

Candidates now apply, interview, and onboard without ever stepping into an office. Hiring across state lines brings new compliance rules, and digital hiring and social media checks raise new questions. But the fundamentals still hold: consistency, accuracy, and compliance.

Together with our partners at Validity Screening Solutions, we broke down what’s evolved in remote and hybrid screening, and what hasn’t: https://prospecthrc.com/screening-for-remote-and-hybrid-roles-whats-changed-and-what-hasnt/

Remote and hybrid hiring have changed how companies work — but not why screening matters. Learn what's evolved (multi-state compliance, digital hiring, social media checks) and what hasn't (consistency, accuracy, compliance) in building an effective screening program.

10/23/2026

Open enrollment only works if employees understand their options. Clear, early communication helps people make confident choices, and keeps HR from fielding the same questions the week before the deadline.

See how to prepare for open enrollment and year-end. Linked in comments.

10/19/2026

Open enrollment is here. Year-end is right behind it.�

When Q4 planning waits until Q4, the result is usually the same: rushed benefits communication, confused employees, and trainings squeezed into the last few weeks of the year.�

A little planning now goes a long way. Here’s how to get ahead of open enrollment and year-end trainings, even if it already feels late: �https://prospecthrc.com/dont-wait-until-q4-how-to-prepare-for-year-end-with-open-enrollment-and-strategic-trainings/

Prepare for year-end with proactive Q4 planning strategies for open enrollment, employee training, cross-functional alignment, and clear HR communication.

10/16/2026

A park conservancy wanted a clear picture of where its HR stood, and where it needed to go.

We conducted a full HR assessment, reviewing regulatory compliance, policies and practices, employee relations, performance management, training, and other HR programs. Then we delivered recommendations based on what we found.

Based on those findings, the conservancy retained us to provide ongoing HR support on a part-time basis.

It started as an assessment. It became a partnership.

10/14/2026

When was the last time someone actually read your employee handbook?

Laws change. Teams grow. The way people work shifts. But a lot of handbooks stay frozen on the day they were written, and the gap between what’s on paper and what happens day to day is where confusion and compliance risk creep in.

We broke down when it’s time to update your handbook, and how to keep your policies aligned with the way your organization really works: https://prospecthrc.com/policy-overhaul-101-when-to-update-your-employee-handbook/

Learn when to update your employee handbook to stay compliant, reflect workplace changes, and keep policies aligned with your organization’s practices and culture.

10/02/2026

A medical equipment manufacturer and supplier needed HR support that could keep pace with where the business was headed.

Working directly with the CEO and senior leadership team, we conducted a full HR assessment: evaluating the department, current needs, growth plans, and how service was actually being delivered. From there, we identified competencies and gaps, made recommendations for reorganization, and supported the team through the restructure that followed.

Some clients need a project. Others need a partner. We're built for both.

09/28/2026

Ban the Box doesn't mean "no background checks." It means timing matters — and getting that timing wrong is one of the easiest ways to land out of compliance without realizing it.

Different states, different rules… but the same risk if you're not paying attention. Validity Screening Solutions reveals what Ban the Box and Fair Chance each require: https://prospecthrc.com/ban-the-box-fair-chance-hiring-laws/

Learn what Ban the Box and Fair Chance hiring laws mean for your organization, how they impact background screening, and how to stay compliant.

09/25/2026

The costs of delaying HR support don't show up right away. They continue to mount, and can lead to declining engagement, rising turnover, leader burnout and legal exposure.

Discover three solutions that can help fill in the gaps today. Linked in comments.

09/21/2026

Your headcount is growing, and so is the list of HR to-dos.

The instinct is to hire an HR person. But a full-time hire is a big, permanent cost for a problem that doesn't necessarily need a permanent answer yet. Especially if you're not sure exactly what you need long-term.

We broke down three ways to scale HR support without adding full-time headcount: https://conta.cc/4jeeQSK

Growing companies can address increasing HR needs and encourage business expansion by scaling HR with the support of outside consultants and technology.