Philanthropy and human resources: A powerful partnership

In today's ever-evolving healthcare philanthropy landscape, collaboration across departments is key to driving positive change and supporting fundraising success. The Association for Healthcare Philanthropy (AHP) recently hosted a panel discussion on this topic, and I was honored to present the state of collaboration between HonorHealth Foundation and HonorHealth human resources alongside my colleague, Wayne Frangesch, SVP and Chief Human Resources Officer.

While traditionally perceived as distinct departments within organizations, if HR is not a key part of your fundraising team you are certainly missing many opportunities. Our collaboration has yielded significant and sometimes surprising benefits.

Why partner with HR?

• We have a common goal to build a positive culture throughout the organization. A satisfied and engaged employee is more likely to become a donor. Just as important, they are key drivers of patient satisfaction, which also plays a role in business and fundraising success.
• Employees can be effective ambassadors for the organization, which further bolsters philanthropic messaging.
• HR professionals are the key connector to employees who are joining the organization – presumably highly committed and eager to integrate into the culture.
• They are also the connector to employees who are retiring and may be interested in supporting the healthcare system through their will or estate plan.

At HonorHealth Foundation, we are fortunate to have a strong and engaged partner in Wayne. Not only does he attend Foundation events and make his own personal gift, but he also understands that the Foundation is far more than just a cost center. Beyond his appreciation for the dollars raised for the healthcare system, he helps us navigate the intersection of HR and philanthropy.

Wayne has been instrumental through the process of securing new positions for the Foundation. He has demonstrated a willingness to learn how Foundation roles differ from traditional hospital roles and make accommodations that enable us to customize titles and compensation structures to attract the very best candidates and retain team members.

We have also successfully leveraged existing HR programs to promote Foundation giving:

• Employee onboarding includes a segment on the Foundation. In addition, we receive an automated list of new employees, which allows us to welcome them to the HonorHealth family and help them enroll in payroll-deduction giving, if they wish.
• The hospital’s annual regulatory training now features a Foundation training video, a mandatory module for every employee. We have used the opportunity to reinforce the message that both the hospital and the Foundation are nonprofit organizations that need their support. The module is a pleasant change of pace from the regulatory training and tests, and gives us the perfect opportunity to show how each employee can make a difference in our success through their personal giving and by referring grateful patients. When we first included this Foundation training two years ago, the shift in employee and physician perspectives on the Foundation was nearly immediate.
• When employees accumulate more PTO than they can use before it expires, Wayne helped us set up a process whereby they can donate those hours to a Foundation fund and receive a tax deduction for the donation.

These are just a few of the ways HR collaborates with the Foundation, but the results have been significant. In 2023, we achieved a new record in employee giving, increasing revenue by 70 percent and employee donor count by 72 percent!

The Foundation relationship also supports important HR initiatives. During COVID, the Foundation was able to secure in-kind donations of restaurant-quality family meals for healthcare workers to “grab and go” at the end of their shift. This was a popular option that relieved a stressor and gave them more time with family. At the request of a nursing council, the Foundation acquired massage chairs for each of our six medical campuses, a special self-care option that relieved stress at the front lines of care.

Philanthropic support also provided significant funding for “boutique” benefits to mitigate the costs of fertility treatment, adoption, behavioral health/addiction counseling for employees and their families, and college scholarships for dependent children of our employees. We also held a funding drive specifically for the Employee Crisis Assistance Fund.

The collaboration between philanthropy and human resources holds immense potential for driving positive change within your Foundation. By leveraging each other's strengths and resources, you can help drive cultural alignment, employee engagement and satisfaction and your Foundation’s success.