Why Your Board Needs HR Practices—Even with Just One Employee

A checklist of HR basics every nonprofit needs, no matter how small the team.

Photo by Count Chris on Unsplash

When your non-profit has a tiny staff, even just the Executive Director (ED), it is easy to fall into the habit of being casual with Human Resource (HR) practices.

That’s a mistake. Good HR is not optional. It’s essential, no matter how small the team.

The Executive Director Is the Organization’s Backbone

The ED often wears many hats: fundraiser, program manager, financial management, community liaison, and more. If the ED is unsupported, unclear about expectations, or facing avoidable stress due to board inaction, the entire organization feels the impact.

That’s why good HR practices aren't just about compliance, they’re about care, clarity, and sustainability. The ED is a professional who deserves support, structure, and respect. Good HR practices offer all three.

The Board Is the Employer

The board of directors holds legal responsibility for overseeing the Executive Director. That includes hiring, setting compensation, evaluating performance, conflict management and (if necessary) handling termination.

It’s important to remember: the ED reports to the board as a whole, not to individual board members. That said, the ED usually works most closely with the board chair and any committee chairs. Ensuring these relationships are healthy, collaborative, and respectful is essential to the ED’s success and the organization’s stability.

Just as important: the ED should not have to ask for good HR practices. The onus is on the board, as the employer, to ensure those practices are in place and consistently followed.

HR Isn’t Just for Big Teams

Even if your nonprofit has only one employee, the board must take core HR responsibilities seriously. Here’s a checklist of what those responsibilities include and why they matter.

What Your Board Must Cover: A Practical Checklist