Staffing Structure Strategy for a Growing Nonprofit

We are seeking guidance on how to structure our staffing for Chosen Hearts based on our current and projected revenue. As a growing nonprofit, we want to ensure our staffing plan is sustainable, compliant with labor laws, and aligned with our program delivery goals.

During the 60-minute call, we’d like to:
• Review our current staffing setup, which consists of two contractors and no part-time or full-time employees.
• Discuss whether it makes more sense to continue with a contractor model or transition to part-time employees as our funding grows.
• Explore the financial, operational, and compliance implications of each staffing approach.
• Get recommendations on HR best practices for small nonprofits, including role descriptions, pay structures, and performance expectations.

Context: Chosen Hearts provides case management, independent living skills coaching, and outreach services to individuals experiencing homelessness. We are currently funded through one service contract, a paid partnership with BARE Truth Inc., and are actively applying for additional contracts and grants through entities such as LA County DHS, DMH, and CalAIM Community Supports. Our programs are expanding quickly, and we need a staffing plan that supports growth while maintaining quality service delivery.

By the end of the call, our goal is to have a clear recommendation on whether to maintain a contractor model or shift to part-time employees, along with actionable steps to implement the best structure over the next 6–12 months.

Thank you