Crisis Connection’s existing HR team needed a leader who could help put solid HR fundamentals in place. There was a lot of pent-up HR demand. The to-do list included a comprehensive and compliant employee handbook, improved medical benefits, and better new hire onboarding. There were also tactical needs like auditing payroll data and automating recruiting and hiring systems. And, the team wanted to improve their end to end recruiting process. The interim HR leader successfully brought the team together to take on this critical work.

A year later, two more Reverb consultants joined the team. The People Operations consultant worked with leaders to identify critical behaviors and competencies. They used that information to develop a new performance success framework followed by implementation of a new, more comprehensive performance management process.

Reverb’s Compensation consultant pared down a list of over fifty values and competencies to a core few, creating a compensation approach that resonated with the staff and employees. The new structure represented a collective approach to compensation that the whole team could buy in to.