The Connection: Human Resource Management and Volunteer Administration
By Julie Knapp

When I began my career in Volunteer Management at the Houston SPCA five and a half years ago, I had no idea it would eventually lead to a corporate Director of Human Resources position. For that matter, I am not sure my boss would have expected that either. Truthfully, the fields of volunteer management and human resources have much in common. But, job descriptions don’t change themselves and history is a tough opponent. It’s up to us as individuals to know what we want, learn what we excel at and make our employers listen.

People tend to fear change. We revel in what is expected, ordinary and comfortable. But, take a minute and think of all the phenomenal accomplishments of our time. Did any of them happen because we were just doing the same old thing day after day? No. The great thinkers and innovators of the past sought to affect change and, in turn, we have the telephone, light bulb, plumbing, the automobile, a trip to the moon. Really, the list is endless. It’s a big world out there and humans are a big part of it. Thus (trust me on this association) human management is also a big part of it. What two professions are basically human management? You guessed it. Volunteer and HR Direction.

Before we go any further, I feel the need to tell you how much I loved being the Director of Volunteers. If you are reading this, chances are you know what I am talking about. Volunteers are amazing! They don’t have to be there, there is no pay, and often the work is less than glamorous. If only the entire United States workforce was this dedicated! But, the truth is, everyone needs motivating – paycheck or no paycheck. Additionally, studies show that quality work comes from many different sources. You don’t always have to be developing a cure for cancer. Many positive, highly motivated individuals can be found selling hamburgers. To put it simply, it’s less about the work and more about the person doing the work. Regardless of what your business is (non-profit or otherwise); an infectious, upbeat, and inspired attitude goes a very long way. If done right, saturating your workforce with this type of person is the ultimate goal of both the HR and Volunteer Management professional.

By and large, the successful Volunteer Director has done his/her fair share of counseling. I knew it was a rough day when I ran out of Puffs Plus at the office. It was always straight to Target for a new supply! In non-profit, volunteering for a cause you care deeply about can be quite emotional. I am sure new volunteers get hit with a ton of bricks the first time they set foot in the NICU at Texas Children’s. Can you imagine being a Big Brother and having to hear your Little talk about not being able to hug his Daddy because he’s in jail? I can still remember the first time I got attached to an animal that was not going to be put up for adoption at the shelter. These events can be traumatic, to say the least. Let’s translate this to the for profit world. Perhaps a staff member is having a hard time taking criticism from their manager. Maybe a workplace is handling a sexual harassment issue. I recently had an employee lose a child unexpectedly. Do you think HR plays an important role on these occasions? You bet they do. It is crucial to be there for your employees and volunteers in a time of need. Everyone has struggles and when you are lucky enough to have a supportive environment, it makes all the difference. Not to mention, this type of reaction creates a staggering amount of loyalty on behalf of the employee.

Let’s talk about leadership. I do believe that this has become a buzz word in the 21st century. Don’t get me wrong, there are worse words to gain popularity over the years, but what does it really mean to be a good leader? Please take note I did not choose to say “strong leader” or “effective leader.” I meant it when I chose to say “good leader.” “Good” is a word we know well in the non-profit world. On a basic level, these organizations we work for and represent are trying to put something “good” out into the world. Take a minute and think about what that word means to you. No doubt it means something different to everyone. For me, the definition of a good leader is someone honest, sincere, and patient. Most likely, this person is a good listener who is exceptionally driven by something deep inside to do the right thing for the business, the employees, and the world. But, let’s face it, good leaders have to be intelligent and they have to have a willingness (that can’t be taught) to guide. This is, without a doubt, the mark of both a successful Volunteer and HR Manager. Hone your leadership skills; they can only be beneficial. If you’re not sure where you rank on the leadership scale, ask your supervisor for an assessment. Or, you can bring it up in your next performance evaluation. Here is a great opportunity for me to insert my personal mantra (repeat after me). Ask for what you need. All humor aside, I really did have this taped to my wall for five years.

Another crucial similarity between these two professions is teaching. HR jobs usually have a training component and what Volunteer Director isn’t responsible for New Volunteer Orientations? Most of the time, HR training sessions are smaller than your average Volunteer Information Session. So, if you can handle those, you have nothing to worry about. Don’t forget, public speaking is the number one fear, so if you can do it, shout it from the rooftops! This is a key strength for any resume.

The President of the United States isn’t expected to know everything, so why should you be? All George Bush jokes aside; this is something I have to remind myself of daily. The one difference between HR and Volunteer careers is the legal, paycheck, employment law component. It’s complicated and daunting; I’m not going to lie. But, every company who has their corporate head on straight will have legal support. In short, I am not expected to know every minute detail of the Americans with Disabilities Act. If we have an issue, and I have a question (and I can’t find it on the amazing internet), I contact our legal counsel. If my employer wanted a labor lawyer, they would have hired one. What they were looking for was a Director of Human Resources.

The rewarding aspects of Volunteer Management, for me, are also present in my current HR role. Helping people get the most out of their jobs while, at the same time, helping my company succeed is incredibly fulfilling. Both jobs have allowed me to be a part of something exciting and influential. Just as HR professionals are growingly gaining a seat at the leadership table, so are non-profit organizations realizing how critical a successful, well managed volunteer program is to their mission. Truth be told, I am surprised more not for profits haven’t made the connection between Human and Volunteer Resources. Why not fold the two in together? Unity can only be a positive path. Furthermore, I can’t help but wonder why businesses don’t think to recruit for HR positions amongst the volunteer managers of the world. The skills I learned as the Director of Volunteer Services are useful to me on a daily basis in the HR field. Ultimately, it all boils down to personal goals and making sure you are fulfilled and passionate about what you spend so much time doing. At the age of 25, it was quite a victory for me to find a profession I truly enjoyed. Granted, that doesn’t happen to everyone, but nobody is more influential in your life than you. And, we all only get one chance, so make your work meaningful, gratifying and, most of all, make a positive impact on your world.

 

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