Have you all heard the latest about Pope Leo? He recently tried to call his bank's customer service line. Assuming it was fraud, the bank representative hung up on him. True story.
I have a similar story.
While in college, I worked for a bank and was presented with a check for deposit made payable to The Pope. I discreetly approached my supervisor and said, “I think there might be a fraud attempt.” My supervisor laughed and said it wasn’t fraud, it was the account for the Vatican embassy. Who knew?
So I can’t blame the person at the Pope’s bank. I often receive:
Regular requests from random Gmail accounts presenting as staff members wanting to change their direct deposit.
Texts from friends and relatives asking me to buy gift cards to help them out.
Fake requests to settle traffic camera violations.
And of course, there’s always the Nigerian prince who just wants me to help him settle his account.
To be honest, I don’t trust anything or anyone requesting me to do anything, especially those who want me to click links (the ones below are safe).
As HR professionals, we need to ensure we have policies and training in place to address the threats out there.
Reflect:
When was the last time you reviewed your company’s fraud prevention or cybersecurity policies?
Would your employees know how to spot a phishing email, fake invoice, or suspicious request for sensitive information?
Are your managers creating a culture where employees feel comfortable questioning unusual requests, even if they appear to come from leadership?
If a scam targeted your organization tomorrow, are you confident your team would know what to do?
Take Action:
This week, choose one fraud-related risk your company could realistically face (phishing emails, payroll scams, fake job applicants, benefits fraud, or data theft) and discuss it with your team. Review your policies, confirm who employees should report concerns to, and reinforce that slowing down and verifying suspicious requests is always better than reacting too quickly.
How is HR consulting different from HR outsourcing?
HR consulting supports your internal HR department or leadership team rather than replacing it. Outsourcing involves ongoing management of HR functions, while consulting focuses on advising, problem-solving, and strengthening specific HR processes. We find that organizations often begin with HR consulting and later expand services as their needs evolve.
Many nonprofits rely on informal HR, often handled by leadership or administrative staff. However, risk increases as compliance, hiring, and documentation grow more complex.
As nonprofits evolve, the people side of the organization requires more structure and consistency. It becomes a critical function that supports the mission, the team, and long-term success.
The seven areas discussed in this month's blog show where outsourced HR can provide the most value.
In addition to HR consultants, Ravix Group provides payroll and executive search solutions to help nonprofits, startups, small businesses, and scaling enterprises operate with confidence. Whether you’re managing rapid growth or navigating complex transitions, our team becomes your trusted back-office partner—so you can stay focused on what’s ahead.
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