Pray About It, But Also Pay for It: Nonprofits (Yes, That Includes Churches) Need HR

I grew up in the Black church. By family, by relationship, by immersion—I was part of it. But at the same time, I always felt distant from it. Not because I didn’t believe in God, but because I didn’t feel safe to believe in myself.

The Church wasn’t a place that prioritized member experience. It wasn’t designed with the human experience in mind. There were rules, expectations, and endless calls to serve, but structure? Accountability? Policies to protect the people doing the work? That was conveniently missing.

And let’s be real: The church, like many nonprofits, has a labor problem.

The Roots of the Problem:

Plato, the Church, and the Dismissal of Human Needs

For centuries, Western culture has drawn a hard line between thinking and feeling—a division that still shapes how organizations, including churches and nonprofits, operate today.

Dr. Anita Phillips, in her book The Garden Within, asks a powerful question: Why do we feel the way we feel about how we feel? She explores how Greek philosopher Plato described the human soul as a chariot pulled by two horses: one noble and obedient, the other wild and driven by irrational passions. Plato viewed emotions, except for compassion and platonic love, as weaknesses. This idea heavily influenced Christianity, reinforcing the belief that emotions should be suppressed in favor of logic and duty.

This mindset bled into how churches and nonprofits treat labor. The expectation is that if you truly care about the mission, you shouldn’t care about things like fair pay, structure, or burnout. Passion is weaponized against workers, making them feel guilty for wanting protections and policies that any ethical organization should already have in place.

But feelings aren’t weaknesses. They are warning signs. When people feel overworked, undervalued, or taken advantage of, it’s not just a personal problem—it’s a structural failure. And that’s exactly why HR is not optional.

The People Problem in Nonprofits

Fast forward—for years, I’ve worked in nonprofits—big ones, small ones, ones with million-dollar budgets and ones barely scraping by. And I’ve seen the same patterns repeat themselves.

• They rely on passion to justify poor structure

• They assume that if you love the mission, you’ll endure dysfunction, low pay, and burnout.

• They think caring about the cause means accepting anything.

Why HR is Non-Negotiable

Here’s the thing: Nonprofits are businesses. And like any business, they employ people—people who need protections, policies, and accountability.

By HR, I mean Human Resources—the department responsible for ensuring fair treatment, legal compliance, and workplace well-being. It’s not just a corporate luxury. It’s not optional. It’s how organizations ensure:

1.  Fair hiring and pay – No more “we don’t have the budget” excuses while paying outside contractors under the table.

2.  Legal & compliance oversight – Because no, a church isn’t above labor laws.

3.  Workplace well-being – Mission-driven people burn out fast when they’re overworked and undervalued.

4.  Structural integrity – Because passion alone won’t hold an organization together.

The Cost of Getting It Wrong

Skipping HR doesn’t save money. It just creates bigger problems down the line:

❌ Burnout & Turnover – When people feel overworked and undervalued, they leave. And guess what? A revolving door of staff and volunteers costs more in the long run.

❌ Legal & Financial Risk – Labor violations, unpaid wages, and shady financial practices will catch up with you.

❌ Reputation Damage – When organizations exploit workers, word spreads. And in the age of social media, it spreads fast.

So if your nonprofit can afford a new church sound system, a guest speaker honorarium, or a fancy gala… but “can’t afford” an HR department? That’s not a funding issue. That’s a choice.

Final Thoughts: If You Want to Do Good, Do Right by Your People

Let me make this plain:

✅ Nonprofits exist to serve people.

✅ Churches exist to serve people.

✅ That MUST include the people working within them.

You don’t honor God, the mission, or the community by exploiting the very people making it all happen. HR isn’t a formality—it’s an ethical necessity.

If your nonprofit truly wants to make an impact, you can’t just focus on the mission while ignoring the people.

So here’s my challenge to every nonprofit leader, pastor, and board member reading this:

If you claim to care about people, prove it.

✔️ Invest in them.

✔️ Protect them.

✔️ Give them the structure, policies, and leadership they deserve.

I started out as a church girl, on fire for God, a real justice card, placed with Jokers. Now, I’m calling the game for what it is.