Payroll allocated by program and grant
Multi-state payroll run on time, with labor costs allocated by program or grant and the reports your finance team and auditors ask for.
Humareso runs HR today for nonprofits whose executive director ends up handling payroll, leave and every employee question on top of the mission.
A nonprofit carries the same employment law as any other employer, and every mistake lands on a budget that donors and funders can see.
There is no HR department, so hiring paperwork, terminations, complaints, leave and policy questions all flow to the ED or the operations lead.
Exempt and non-exempt classification, harassment training, state leave laws and, for larger employers, FMLA and ACA reporting each carry their own deadline. One missed item becomes a board agenda item.
Positions funded by restricted grants need careful offer language, labor costs allocated to the right program, and a plan for the day the funding ends.
Audit committees and IRS Form 990 ask how you set pay for officers and key employees. Most nonprofits have not written that process down.
Mixing volunteers, contractors, interns and W-2 staff creates classification and wage-and-hour risk that grows with the organization.
Mission-driven people often give more than they should. Without steady employee relations support, small conflicts and quiet exits add up.
Humareso works as your outsourced HR function. You keep direct employment and decision authority, and we run the HR work that pulls leadership away from the mission.
Multi-state payroll run on time, with labor costs allocated by program or grant and the reports your finance team and auditors ask for.
Enrollment, changes and eligibility handled for you, with the broker and carriers you already chose.
FMLA, ADA and state leave administered from request to return, so the executive director stops guessing.
Handbook, policies, required postings, training records, I-9 audits and classification reviews, documented and ready for an audit or a funder question.
A Humareso HR professional handles complaints, investigations, coaching conversations and separations, including the ones that follow the end of a grant.
Verification of employment requests from lenders and landlords handled through Humareso Verify, so staff get answers without waiting on the ED.
Start with one service and add more as you grow. One partner, one invoice.
Read the test under each group. If one describes you, the scope call is worth twenty minutes.
Program staff, part-time and hourly roles, and an executive director who also runs operations.
Fit testDo you employ your own staff with no full-time HR person?
Headcount that rises and falls with restricted funding and has to be reported by program.
Fit testDo grant reports ask you to account for labor by program or funder?
Advocacy groups, associations and national programs with staff working in several states.
Fit testDo you have employees in more than one state without an HR function to track each state’s rules?
Lean teams with real compliance exposure and a board that expects clean answers.
Fit testDoes your board ask HR questions that no one on staff owns?
Straight answers. No sales pitch.
Humareso HRO covers payroll, benefits administration, leave management, compliance and risk, employee relations, and employment verification. You stay the employer, keep your own benefits broker and carriers, and can start with one service on a month-to-month basis.
Yes. Humareso has no minimum size. We scope each engagement to the organization, from a single program office to a multi-state nonprofit, and every account gets a named HR professional.
We help you write offer language that protects the organization and the employee, allocate labor costs by program or grant in payroll, and plan the transition when funding ends.
Yes. We document how you set executive pay, including independent board review, comparability data and records made at the time of the decision, and we keep classification records, leave policies and training logs ready for auditors. Your auditor and tax preparer handle the filing itself.
A PEO co-employs your staff and bundles benefits at its own rates. With Humareso you stay the employer, keep your own benefits broker and carriers, and keep decision authority.
No. Recruiting is not part of HRO. Humareso Recruiting is a separate service with its own team, and you can add it alongside HRO or use either one on its own.
In twenty minutes we will map what HR is costing your leadership team and which services would take it off their plate.
No commitment. Confidential consultation.