Human resources (HR) might not be the first thing that springs to mind when you think about charity work, but it’s one of the foundations that keep organisations strong, sustainable, and able to achieve their mission. Whether you’re a small volunteer-led group or a medium-sized charity with paid staff, good HR practices help you build positive culture, support your people, and reduce risk.
This blog post offers practical, general hr advice for charities. It’s designed to be useful to leaders, trustees, managers, and volunteers who are involved in people decision-making and want to better support their teams and volunteers.
Why HR Matters in the Charity Sector
Charities often operate with limited resources and doing more with less becomes the norm. In that context, people are your most valuable resource. Strong HR practices:
- Support wellbeing and positive morale
- Attract and retain committed staff and volunteers
- Ensure legal compliance with employment regulations
- Build an inclusive, fair, and productive environment
- Protect the organisation from HR-related disputes
Now let’s explore specific areas where HR focus can make a real difference.
1. Planning Your People Needs
Every charity should think strategically about its people, just as it does about finances or programmes. This starts with workforce planning:
Understand Your Roles
Define the roles you need, what skills and experience each requires, and whether they are best filled by staff or volunteers. Clear role descriptions help everyone know what is expected and support fair recruitment.
Forecast Future Needs
Review your organisational goals and consider what people capacity you’ll need to achieve them. This might mean planning for new roles, training current staff, or recruiting more volunteers.
2. Recruitment and Onboarding
Finding the right people is essential, but how you bring them into your organisation matters just as much.
Develop Clear Job and Volunteer Descriptions
A good job or volunteer description includes duties, skills required, hours, reporting lines, and expectations. It sets the tone for a transparent and fair recruitment process.
Fair and Inclusive Recruitment
Use practices that open opportunities to a diverse range of candidates. Consider accessibility of application processes, avoid unnecessary requirements, and be clear about how decisions will be made.
Effective Onboarding
Once someone is recruited, support them with structured onboarding. This could include introductions to key people, an overview of your charity’s mission and values, training on tools and systems, and regular check-ins in the first weeks.
3. Supporting Performance and Development
HR isn’t just about hiring—it’s about helping people thrive once they’re part of your organisation.
Set Clear Expectations
Managers should ensure everyone understands their responsibilities, objectives, and how their work contributes to the charity’s mission. Regular conversations help keep expectations aligned.
Regular Feedback and Appraisals
Create opportunities for two-way feedback. Structured performance reviews can help people reflect on achievements, identify challenges, and plan development.
Training and Growth
Investing in learning shows staff and volunteers that you value their growth. Training doesn’t have to be expensive—peer mentoring, online courses, and knowledge sharing can all be effective.
4. Building a Positive Culture
A healthy organisational culture strengthens engagement and helps retain people.
Promote Wellbeing
Charity work can be demanding. Encourage work–life balance, check in on stress levels, and provide resources for mental health support where possible.
Celebrate Success
Acknowledge achievements, big and small. Celebrations foster a sense of community and remind people that their contributions matter.
Encourage Open Communication
A culture where people feel safe to voice ideas, concerns, and feedback supports trust. Ensure there are multiple ways for people to be heard, including anonymous channels if needed.
5. Managing Policies and Compliance
Charities need robust policies to guide behaviour, ensure fairness, and meet legal obligations.
Develop Essential HR Policies
Key policies can include:
- Equal opportunities and diversity
- Safeguarding (especially if working with vulnerable groups)
- Health and safety
- Data protection
- Grievance and disciplinary procedures
Well-written, accessible policies help both staff and volunteers understand expectations and processes.
Stay Up to Date with Legislation
Employment law changes over time. Charities should ensure they are compliant with national regulations around contracts, pay, working hours, and data protection. When in doubt, seek guidance from HR professionals or sector bodies.
6. Supporting Volunteers
Volunteers are central to many charities, and they deserve thoughtful HR support too.
Volunteer Agreements
While not legally binding like contracts of employment, volunteer agreements clarify roles, responsibilities, and support available. This helps manage expectations on both sides.
Training and Recognition
Offer orientation and relevant training. Recognise volunteer contributions through thank-you events, certificates, or public appreciation.
Conclusion: HR as a Strategic Asset
Good HR practices contribute to organisational resilience and impact. By planning your workforce, creating fair recruitment and onboarding processes, supporting performance and wellbeing, fostering positive culture, and managing policies thoughtfully, your charity can create an environment where people feel valued and equipped to contribute meaningfully.
Investing time and care into people processes isn’t administrative overhead—it’s building the foundation that allows your mission to flourish.
