By Effectively Managing Their Human Resources, Total HR Helps A Nonprofit Focus 100% On Helping Others

“Working with Total HR could benefit any organization of our size”

“Both a local and personalized level of service”

“The depth of expertise that Total HR can draw on surprised me”

During its 40-year history, ComLinks, a non-profit organization based in Malone, New York, has helped to improve quality of life through partnerships with communities, families and individuals. The vision of ComLinks is to move families and individuals out of the cycle of poverty by assisting them to attain the appropriate skills, knowledge, and motivation. ComLinks provides opportunities for the impoverished to become self-sufficient while empowering them to reach their full potential. ComLinks’ Community & Housing Development program offers the homeless safe and affordable places to live. Their Economic Development programs provide support services for small businesses and women entrepreneurs.

As the Executive Director of ComLinks and the employer of over 30 people, Brian Cassini has a lot of legitimate challenges on his plate. What was difficult was finding the time to address these challenges when there was a sense of human resources disorder within the organization. Working with Total HR Management provided Brian with the freedom needed to work on the positive projects of the nonprofit and not get hung up in the complex web of human resource challenges. In an interview where he was asked five relevant questions, Brian Cassini illuminated exactly how Total HR Management has helped contribute to the ongoing success story of ComLinks.

Executive Director Brian Cassini:

1. How did you handle your HR function before Total HR and what were you experiencing?

We were handling it in house, and it simply was not working. We were using an Administrative Assistant in a dual capacity role to do both administrative support and HR. The result was that we were experiencing morale problems because there was no knowledgeable, dedicated resource for employees to turn to and rely on.

2. What made you look at a company/solution like Total HR?

We were having particular problems with the Finance Department, including a high turnover rate. Total HR was asked to come in for an analysis and make recommendations. As a result of this process, we became aware of their scope of services. We realized how much working with Total HR could benefit an organization of our size. It quickly became apparent from both a cost and capability perspective that developing a network with Total HR to administer our human resources needs would meet our objectives.

3. Please describe your experience in working with Total HR. What is your ongoing interaction like with your Total HR Manager?

It’s a very symbiotic relationship. Total HR has been extremely responsive to our needs as they change and evolve. They have been willing to adjust their services for our organizational requirements based on our changing needs. In addition, if I had to describe my ongoing interaction with my Total HR manager, I would call it casual professional. Dana is very easy to talk to and work with.

4. What has surprised you the most about the services?

The depth of expertise that Total HR can draw on surprised me. It has access to a bevy of resources both from within its own organization and through its network of advisors.

5. What would you tell a company considering Total HR as a vendor?

Based on our experience, Total HR is able to bring both a local and personalized level of service to an organization that can also draw upon the experiences of its provider network to solve more complex problems without having to go to a third party and that these services can be tailored and priced to meet the needs of small to midsized businesses.