Kristi Andrews

Prayer. I spend time in prayer before I attend events, as I talk to clients, and before I offer solutions.

My first HR supervisor often said "Fofo," which was her reminder to "Find out before you freak out."

You need tough skin to work in HR, and an even tougher one to step into consulting. You’re often the person who speaks up when no one else will, who calls out a leader’s poor behavior, who has to let go of people you genuinely like, and who gets rejected or ignored more times than you can count. But when it goes right, you make a quiet, meaningful impact that can shift the entire direction of an organization. And that part makes every hard moment worth it.

One of the biggest challenges in HR right now, especially in churches and nonprofits, is the tension between big mission and limited resources. Organizations are trying to do meaningful work in their communities, but budgets and staffing simply haven’t kept pace. As a result, they’re relying more heavily on volunteers.

That creates both opportunity and complexity. Volunteers still need clear training, consistent expectations, and appropriate oversight. There are legal considerations (particularly when paid staff also volunteer), and safety requirements like background checks, incident protocols, and, when necessary, the difficult task of asking a volunteer to step down due to harmful behavior.

AI is another emerging opportunity. It can streamline administrative tasks and free up staff time, but it also brings legal and ethical questions. And in many cases, the relational nature of ministry and nonprofit work means the human touch is still worth the extra effort.

I love helping organizations navigate this balance, protecting their mission, strengthening their people systems, and making sure their good work is sustainable.

In my work life, my core values are compliance and compassion.

I start every situation by grounding myself in the facts: What federal, state, or local laws apply? What do the organization’s policies say? What precedent has been set? Once that foundation is clear, there’s room for creativity in how to solve the issue.

Compassion shapes everything that comes next. To me, compassion means seeking to understand where someone is coming from and responding with respect and care, while still upholding the standards that keep an organization healthy. Whether I’m delivering difficult news or navigating an organizational shift, I try to put myself in each person’s shoes. If a termination is necessary, I think carefully about how the individual needs to hear the message and what support or follow‑up may be needed for everyone involved. During broader changes, I consider how each person will be affected, what communication will build trust and buy‑in, and whether adjustments to supervision, pay, or classification are appropriate.