This is a nonprofit client that works to end homelessness by providing permanent and supportive housing, healthcare, and a range of wraparound services to individuals and families facing or exiting homelessness. Using a Housing First model, they offer various levels of support, all aimed at helping people gain stability, improve health, and reintegrate successfully into their communities.
When a founder steps away after 30+ years, the organization is bound to feel the tremors. That was exactly the case for a mid-sized nonprofit navigating a major leadership transition. The newly appointed CEO brought energy and vision—especially around culture and leadership development—but inherited a team in crisis.
High-performing employees had been promoted into management without the skills or support to succeed. The HR department, meant to be a trusted partner, had become a revolving door—riddled with turnover, strained relationships, and a reputation so damaged that employees actively avoided it. Morale was low, clarity was missing, and the interim HR leader brought in to help was barely keeping things afloat.
This was the moment our Gig Talent Consultant stepped in—not just to advise, but to listen. The first step was simple but powerful: real conversations. Through confidential stakeholder interviews across all levels—from the CEO to every HR team member—our consultant uncovered the frustration, exhaustion, and hope buried beneath the surface.
From there, they co-created a strategic roadmap with the CEO, built around the organization’s most urgent needs:
What made the approach different was the Gig Talent Consultants blend of business savvy and emotional intelligence. She didn’t just deliver a plan—she coached leaders, redesigned roles, and helped people feel seen, valued, and clear on where they were headed.
Our Gig Talent Consultant worked closely with the interim HR leader—coaching her through tough dynamics, helping her rebuild confidence, and reshaping team responsibilities to better meet business needs. Slowly, credibility returned. People started coming back to HR—not with complaints, but with curiosity, ideas, and trust.
When it was time to hire a permanent CHRO, our consultant ensured the transition was seamless—supporting onboarding, assessing team capabilities, and finalizing an org structure designed for long-term success.
And because new leaders were still finding their footing, she built a practical, ready-to-launch manager training program. Customized modules tackled exactly what they needed most—from navigating tough conversations to building strong teams and making better hires.
What followed wasn’t just a recovery—it was a transformation.
➡ The HR team stabilized and regained its reputation as a partner and problem-solver.
➡ New managers—once overwhelmed—grew more confident, more capable, and more connected.
➡ The interim HR leader found her voice and her place, becoming a valued force in the organization.
➡ And the new CHRO stepped into her role with clarity, direction, and full leadership support.
The ripple effects touched the whole company. The cultural tone shifted—from rigid control to empowered leadership. One moment that defined this change? During a stakeholder interview, a sensitive employee relations issue surfaced. Rather than being buried, it was met with transparency and action. That single moment rekindled trust—and signaled that the organization was ready to turn the page.
