The purpose of this guide is to equip employment social enterprises (ESE’s) with guidance, practical tips, and best practices for building and maintaining an effective internal HR function that aligns with their mission, values, and desired impact.
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Leadership & Talent
The purpose of the Leadership & Talent section is to equip employment social enterprises with guidance, practical tips, and best practices for building and maintaining effective internal human resources (HR) functions. While managing and cultivating talent is critical for the long-term success of any organization, it may be particularly important for employment social enterprises, where the quality of the relationship between the professional staff and the participant workforce will likely determine whether the organization fulfills its mission.
The materials in this section cover a range of HR topics and are hopefully useful both for organizations starting out on developing an HR function, as well as those looking to improve or enhance a specific area. Our content emphasizes ways to proactively embed diversity, equity, and inclusion principles into all HR practices and policies to ensure that all employees feel supported and valued while at work.
All Leadership & Talent Resources
During my annual evaluations with my Board, I began giving transition signals, saying that I saw myself remaining in my CEO role for “no longer than five years.” Then it became “two to five years” …and then “about two years.” Until one day, I said to my Board Chair and Vice-Chair, “I would like to leave in a year.”
Session 1 began with an introduction to some of the basics to consider when you're getting started on your organization's succession plan
This deep dive will cover some of the key components to implementing an effective job readiness assessment process, as well as share a tool that can help you do so.
When building and maintaining an HR function, it is important to stay up-to-date with key HR activities and compliance dates throughout the calendar year.
In this interactive session, you'll gain a practical, decision-making framework that can help you and your team clarify priorities and focus your energy where it matters most. If you're finding that between work and life, things are feeling chaotic and decision-making is less clear or increasingly challenging, this meeting may be helpful to you or your team.
Onboarding is the process of integrating newly hired employees into the organization and its culture, along with their new team and role.
Organizational structure is the way an organization is set up to operate to carry out the mission. It's like a map that shows who does what and how the teams and functions of the organization work together.
REDF partnered with attorneys at Davis Wright Tremaine (DWT) to host a webinar highlighting the most important steps ESEs can take to stay in compliance with California employment laws. Understanding and complying with these laws is critical in preventing Labor Commissioner claims, class action claims, or PAGA (Private Attorney General Act) claims.
Performance management is the process of aligning your organization’s goals and values with employee expectations and management of their work. It is a collaborative process focused on making employees, and therefore the organization, more successful and mission-aligned.