Sabrina

Welcome back to the HR Connection. My name is Sabrina Baker. I am your co-host of the podcast built solely for those managing human resources in a one to 500 employee headcount. I am super excited about today's episode because we are launching a new series which will release monthly titled In the Trenches. And this series is where Marie Rolston, the other co-host of the HR Connection, interviews individuals managing HR in-house. They are in-house practitioners managing human resources inside a one to 500. So that's our only rule. I don't care if they are also managing marketing. I don't care if they don't have an HR title or if they're in HR department of one or if they have a team. As long as they're doing it inside of a one to 500, this series is for them. She's going to be asking them some questions and just talking about their life. And our hope is that this helps you see that you are not alone, that there are other people who understand the joy and the pain and the very unique discipline that managing HR in a small employer actually is. Let's jump into it.

Marie

Welcome back to the HR Connection. My name's Marie Rolston. I'm going to be your host for today. And we are kicking off a brand new monthly series called In the Trenches. This is going to be where we bring other HR practitioners working in small business onto the HR Connection podcast, and they get to tell us a little bit about themselves and what they're working on. Today, in our very first episode, I have the pleasure of speaking with Yvette Mills. She is an HR director for a nonprofit in Sonoma County. And I actually had the pleasure of working side by side with Yvette early on in our careers. So I'm very excited to have her here today. Before we dive into our questions, Yvette, can you just take a moment and introduce yourself to our listeners?

Ivette

Yes, of course. Hi everyone, Marie. Thank you for the honor. This is, you know, such a great opportunity. I'm honored to be here. Again, as mentioned, my name is Yvette Mills. I am the HR director of Four Seas Sonoma County. It is a nonprofit that helps families find and afford quality childcare and early learning, where we support families, childcare providers who make this work possible through many variations of programs, resources, and just being able to help strengthen our families and support small businesses and build a stronger community here in Sonoma County. And I know, you know, probably for those that are not really in a nonprofit, wonder what does Four Seas stand for? Community Childcare Council. That is Four Seas. But shorten it, Four Seas of Sonoma County. And again, such an honor and pleasure to be here today.

Marie

Yvette, again, so glad that you're here. So before we jump into our first question, I just want to reiterate. So we are highlighting HR professionals working in the small business space. Some of our HR folks might be working solo. Some might have started out solo and now have a team. So let's get into it. Yvette, can you tell us about your setup? So we want to hear about your organization size, the industry a little bit, which you've already touched up on, and then how long you have been working solo or talk to us about how you have maybe grown a small team since you've started working there. 

 

Ivette

Of course. Yeah. So in general, I guess, as an HR professional, I've been doing HR for over 10 years now. I think I'm getting closer to 15 years of HR experience. And me joining here with this nonprofit organization, I'm about to hit four years. And currently, I have a team of three, including myself. And but before, when I started in summer of 2022, summer of 2022 is when I started, I was actually the only one, the only HR professional at this organization. And roughly, this is an estimate number, but when I joined this organization at around 200 employees, again, being the only HR practitioner here, there was probably 200 employees, I would say. And fast forward to now being a team of three and where we're as an organization, we are between 230 to 235. So about every year, we've had about five plus hires since I've been here. So but really coming in as a solo HR individual here at the organization was definitely overwhelming, especially with the size of the organization. The organization has been established for about over 50 years. And the growth that the organization has experienced was shown and has shown. And that's when I started to advocate. Obviously, we're a nonprofit, so budget is not as accessible. So kind of seeing if we had the budget for another team member, do we have, you know, this because the sustainability of what I oversee and support in partnership with other positions at this time, but before, it was, you know, including safety, it was workers' comp, you know, benefits, the compliance side that employees don't see or any other managers or, you know, the CEO, the executive director's not, you know, seeing the discrimination testings that we have to do because of our benefit packages, you know, talking to our workers' comp brokers and, you know, employee relations issues, the evaluation process. So all of those components and granted, I only listed a hand I named. I literally only named a handful of what really an HR individual deals and manages. And yeah, I would want to say I was by myself at this organization before I was fortunate enough to have a team of add-ons of two other individuals, which they are amazing, honestly. Almost a year. It was the longest almost a year of my life.

Marie

Yeah, yeah.

Ivette

I'm not going to lie. There were many tears and a lot of struggles. And but here I am now, almost four years in with now I have an HR manager in addition to a senior HR specialist on my team. And honestly, they are amazing HR professionals that just continue to, you know, really give 100%. And I couldn't do it without them.

Marie

You know, that invisible load that you were talking about is something that we talk about a lot on this podcast because it's like as an HR professional, a lot of people don't see the actual work that you're doing. And that is a sign that you are actually good at your job, right? But that also makes it very difficult to fight a case to get more headcount in your department when it's actually needed. So I want to congratulate you in hearing about you, you know, working that workload and being able to advocate and get additional support for you and your HR team. Yvette, thanks so much for telling us a little bit about where you're at and, well, where you started and where you're at right now within your organization. As I look and think about the rest of the questions that we have to go over today, the next one is going to be, you know, tell me about something that is keeping you up late at night this week or within the past month at your organization.

Ivette

The biggest initiatives that I have on my plate in my role and my responsibilities, there are two heavy hitters as I like what I would like to consider them as that is very strategic and impactful to the organization. And obviously, there's deadlines, but those are tasks that I have on my, you know, things that I need to get going, moving the needle, right? Is the we have our goal is to establish a handbook revision every three years. And here we are on the third year of trying to, all right, what policies need to be updated and meeting that deadline and checking in and reviewing it is, again, taking time to do that. So I want to say it's keeping me up at night yet, but it is something like just haunting my brain of like, this needs to be happening. In addition to that, another initiative, we have a strategic plan that, you know, one of the strategic we have strategic goals as an organization. And within those goals, there's one about the evaluation, our agency's evaluation. And it is more of a revamp. We do have evaluations currently being done. But it's the question of, is it what is the current process meeting where we're at now? And the reality is, it's not, you know, based off where we're at and how much has grown the organization, there needs a revamp and a method of consistency and all that stuff. So we're looking into revamping our evaluation process. And that's I'm the lead of that, right? So these are two, like I like to say, heavy hitters as an organization that have yet, again, knocking on wood keeps me up at night, but it is something that I'm thinking about on a day in, day out. What I'm sharing, it's not that it's keeping me up at night because it's haunting me, but it's because it's a responsibility and/or it's because I care about it. 

 

Marie

I think that, you know, what you're talking about, it's going to be extremely applicable to the solo HR practitioner or other listeners like yourself who have that smaller team just because your performance process and your handbook revision, those are heavy lifts, right? And so in an organization of 200 to 250 people, the three of you is still a small team to manage, right? So while you on your as the HR director with these other employees may not have to kind of balance or triage a ton of priorities with these major projects, you still are in a way. And you want to make sure that you're implementing a resource like a handbook or a process like your evaluations in a meaningful and thoughtful and sustainable way. And finding the time to shut everything down and focus and create meaningful work, it is very difficult to do. And again, that is something that we talk so much about here on the podcast. All right, Yvette, this next one is going to be about you telling our listeners about a time where you were working on something and it might have gone sideways. And we want to hear about how you were able to move on from that. You know, so much of what we do in HR is whether it's investing or us feeling passionate about something and all while trying to juggle and balance all of the other things we have going on. And sometimes these things, they just go sideways and then we have to figure it out. So tell us a little bit about your experience with that.

Ivette

Marie, I'm going to be, you know, you and I have worked together. I'm going to answer this question in more of a growth opportunity for me, I would say, that happened to me. This probably was a little bit over six years ago. And at this time in my career, I was an HR generalist. And in that place, in that workplace, it was there it's not that it went sideways. I want to clarify. There's nothing that went sideways, but I guess I can perceive it personally because it happened to me as a learning opportunity. And it was me coming to my manager and saying, "This needs to be done. These supervisors need to do X, Y, and Z. Why are we not doing this? We should be, you know, like pushing, right? Like I'm really trying to make a point, right?" And I'm like feeling even just thinking about that moment, like I remember just showing passion, I guess, you know, this care of like, "This needs to happen. Why isn't this happening?" And my manager looks at me and says to me, "Yvette, our job is to recommend." Believe it or not, here I am, six a little bit over six years later, still remembering those words. So even though the manager said to me, "Our job is to recommend," I want to say that I didn't take it as a shutdown at all. Because I know the intention was not a negative to discourage. That was not the intent, you know? And for those who are listening to this, I don't want it to also be perceived like our job is only to recommend and that's it. Like no. Like that's not the intention that I'm also sharing this experience that I had. But really what it helped me with those words is to this day, not take things personal or very to heart. That is my job. My job not only is my job is to meet the compliance HR world life, right? Like reporting this, the ACA, the you know, all those other logistics, obviously, that's another reason why sometimes or not sometimes companies hire HR professionals. It's to deal with those compliance stuff that needs to go through the state. That's a given. But if you're in a position where I actually why I continue to be in HR is this the partnership, the strategy, the relationships, right? And having to be able to have those conversations is really what keeps me going. But because of that conversation six plus years ago with that manager that I had, I'm forever grateful to hear those words, honestly. And because I know that then again, the intention was not negative. It was not to, you know, burst my bubble and make me think HR is horrible. But it actually helped me navigate any conversations again here. Like I know that if I go to my executive director here and I'm like, "I have this proposal." And if she says no, she says no, you know? And not take it personal. My job is to recommend.

Marie

Right. You know, I really love this example because so, so often I work with HR professionals in the small business space who, you know, they might be the only person trying to work with 200 employees or they might be one person with 100 employees. And they care so much about the work that they're doing that they will give all of themselves in trying to make something happen. And it is so defeating when you are pushing and pushing and pushing and no one is actually following or doing, right? And so what is so nice about this advice is while in the moment, it probably felt like your efforts turned sideways, there was a bright light that came out of it because it gave you this tool around how to set boundaries for yourself and the work that you're doing, right? Now, Yvette, you kind of touched on this next question with your answer for that last question. But going into this, you know, you gave us a piece of advice that someone gave you early on in career early on in your career. But when you think about the current role that you're in, what do you wish someone would have told you before you actually took the job? 

 

Ivette

I think it's very I love our organization, our culture, our mission. And it's the, you know, our executive director has been with the organization for over 20 years. And not in the position of the executive, but been with the organization, right? And the knowledge and the care of the community and the how to support families and everything. Like. I think that is just very rewarding. And if I'm thinking back three a little bit over three years because I'm about to hit four years and have said something about this organization where I'm at, it's that's going to be life-changing. Like it's going to make feel like somewhat of a safe place. I am truly grateful to be working at this organization. And yes, it was hard, especially my first year, you know? But obviously, I knew there was only one person. You know, I knew at that time that there was only one position. So it's not like I didn't know that it was, you know? And I took that on. I took it on knowing there was one person and or one position for the organization. And I knew that it was going to be difficult. I mean, the culture that we have here is very unique. We want to, you know, uphold the laws and the expectations as an employer, but also we want to support families. And, you know, even myself being a mother to a toddler, you know, a first-time mom and experiencing like trying to be a yeah, I'm an HR director, but also a first-time mom and having that support of, you know, my executive director and the organization and having policies that actually supports, you know, employees. I'm an employee, right? And I always have to remind myself, like, I am an employee. Like how, you know, how does this organization feel? And honestly, I think it's just that is why I think it's just more about someone telling me, "You're going to love it. Even though there's hardships, you're going to love it due to just how we all care for each other and how we all show up for each other."

Marie

Sure. Sure. I love hearing this for you. I remember, you know, after we kind of parted ways where we had worked together, it was a journey for you in finding the right place for you. And I remember hearing how excited you were around finding this role. And I remember talking to you in those early stages and you being like, "Marie, what the heck is going on?" But there was always this comment at the end of those conversations where you were alluding to, "But it's worth it and it's worth it." And I think there's something so special about, you know, working in HR in a small organization, slap a nonprofit on top of it. And it is really, really hard, complex work that's done, but it is worthwhile for sure. So I love hearing that. Yvette, I think that is just such a beautiful way to answer that question. And, you know, I love that you love where you are right now. Now, I want to give everyone that comes on this episode a moment to brag about themselves or talk about something that they're really proud of. So, Yvette, tell me, you know, a breakthrough you've had, a success, or maybe your proudest moment you've had in the small business HR space.

Ivette

Okay. Answering your question about the proudest moment and breakthrough is somewhat difficult because it's hard to give kudos to yourself sometimes. I think HR professionals struggle with that.

Marie

Yeah.

Ivette

But I think the biggest breakthrough and proudest moment is being able to provide the organization an HR team. Being able to advocate. And also, like I said, I'm very fortunate that we were able to have the funding to add two other individuals to the team. I mean, to the HR department because it was just me. So I think that is a win not just for me as an individual advocating because I think if I didn't have a team, I don't know how I what would be happening, to be honest, because it's a lot. It's a lot. And the quality, obviously, you want to give your best, but if you're being pulled at 100 directions, how can you give your best, right? So I think that being able to provide a team to the organization in hopes that it can be continued allows the attention that the employees need at whatever point that they have. And being able to provide that customer service. So I will say that's the breakthrough that I would say. And it's not again, it's not just for me. It's for the organization. It's for the employees that work for this mission and what we do for local families and supporting them. And the proudest moment too, I would say that I would like to share is more of a personal thing. And do I this is more of a joke for me, my internal joke. And Marie, you might understand my joke because you've worked with me. I question sometimes why am I in HR.

Marie

We all do.

Ivette

I mean, I'm like, "Why did I choose this career path?" Like, "Why am I here?" You know? Yeah. So that's there. But here I am over 10 years and going to 15. And I think a proudest moment of Yvette for myself and talking to Yvette 10 plus years ago is the road was difficult to get where I'm at. And it was a lot of trial and error. And part of it, it was the finding a place where I belong, you know? And really seeing where I can make an impact. I just know that looking back that it was hard to say, you know, leaving an organization or a company in my past experience, but I knew in my heart that I had to. Like I had to go. And just following my gut, following my heart has led me to here, you know? Led me to a beautiful nonprofit that cares about families and provided them quality childcare. I have a little sign in my office that in order to win the marketplace, you have to win the workplace. And that is something that I've carried with me for over five years. I don't even know how long, but that sign has come with me because I know that I might not be working directly in the Sonoma County families and helping them in finding the childcare, but I'm helping their case managers. I'm helping our, you know, fiscal payments, childcare provider payments for them to do the job and pay our providers within Sonoma County. So it's just knowing that I had to go through a lot of trial and error to be at a workplace where I feel connected, that I feel aligned as an individual. And it took a while.

Marie

It's hard work. It's hard work. And you've definitely put that effort in. So I love seeing you shine in this role. I love watching you grow and all of these things. You know, Yvette, thank you so much for coming here and sharing some of your experiences with me and our listeners. Before we wrap up, guys, I want to say this. If you are interested in getting to know more about Yvette, please find her on LinkedIn, Yvette Mills. Her link to her the link to her LinkedIn will be available in the show notes for this episode. We are both lovely people who love what we do and put a lot of care into it. So please reach out and chat with us both. Yvette, again, thank you so much for coming and chatting with me and, you know, giving a little bit of insight to our listeners.

Ivette

Well, thank you so much for giving me this opportunity and inviting me. It again is such an honor.

Marie

Yeah. Absolutely. Listeners, thank you so much for taking time out of your week to listen to our podcast. And we'll see you next time.