When to Hire a Human Resources Professional

Where You Need a Lawyer:

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At No Cost! 

 Does My Business Need a Human Resources Professional?

A human resources (HR) manager will handle all responsibilities connected to hiring, firing, setting up and maintaining benefit programs, and interacting with present employees for any company. They will also be a significant point of contact for employees who want to discuss their work environment or benefits.

What Are the Duties of Human Resources Professionals?

A human resources manager is capable of the following duties:

  • Hiring and Firing: Human resources managers will attract new recruits who satisfy your company’s qualifications and conduct exit interviews for leaving employees. Managers will also interact with executives, managers, and exempt and non-exempt staff on a daily basis.
  • Employee Safety: Human resource managers ensure that OSHA, HIPAA, and other state and municipal laws governing employee safety and privacy are obeyed.
  • Creating Human Resources Policies: Human resource managers can create policies for hiring, harassment, conflict resolution, privacy, and social media use.
  • Creating and Maintaining Benefits Programs: An HR manager will be able to create and maintain employee benefits such as health insurance, vacation time, family leave, pension plans, and disability programs.
  • International Employees: If your organization has international employees working abroad or visiting the United States, Human Resources will guarantee that international employment laws and regulations are followed or that the necessary visas are secured.

Why Should I Consider Hiring an HR Professional?

You may not require a full-time human resources manager as you start your small business. Some companies specialize in managing human resources chores for small businesses and may manage your company’s payroll and benefits programs.

However, when your company grows, it may be best to hire someone full-time. This will help ensure that your human resources are managed in accordance with your company’s aims. It may also be beneficial to employees to know that they may speak with someone in person about work-related difficulties.

The Company Culture is Your First Priority

Most entrepreneurs set out to build the type of firm they would like to work for. Many achieve this by creating a culture that unites everyone as part of a larger vision. That culture can also help organizations attract and retain great employees, giving them a competitive advantage.

It is widely acknowledged that company culture has a considerable impact on profitability. A positive working environment, clear feedback and incentive systems, and career development opportunities all contribute to lower turnover and happier, more productive employees.

If you want to enhance morale, increase productivity, and recruit prospects who can help you realize your goal but lack the time to do so successfully, it may be time to hire an HR specialist.

At the very least, ensure that someone (other than you) is in charge of safeguarding and strategically advancing the culture you set out to create.

You Need to Keep Employee Pay Competitive

HR is responsible for ensuring that employees are paid fairly and appropriately. A compensation management specialist can assist you if you are having difficulty attracting or retaining staff owing to non-competitive pay. They might reassess your compensation packages to verify you’re providing competitive wages and appealing employee benefits.

Human resources specialists are also in charge of other important compensation activities such as tracking employee time and attendance, managing time off requests, and running payroll.

These duties can become challenging to complete on your own as your company grows, especially if you are performing them manually.

You’re Expanding and Have No Intention of Slowing Down

Growing pains are to be expected – even applauded – when teams scale. Each joyful milestone comes with its own set of difficulties.

However, expansion can often make things more challenging. Communication may begin to deteriorate, especially if employees and contractors are dispersed across various sites. There may be limited time to provide staff evaluations.

Onboarding new employees may become as simple as a handshake and a signature.

Answering employee queries, discussing sensitive issues, and resolving confrontations can be difficult. Perhaps not everyone is aware of corporate policies, either because you are unaware of them or because they have not been shared (or even written down anywhere).

The key is to recognize when problems have gotten out of hand. According to one recent small business study, once a company employs 20 people, HR is managed equally by the owner, a non-committed employee, or a dedicated HR person or team. When a company has 50 to 100 employees, there is a 55% likelihood that it has a dedicated human resources person.

If your company has 50 or more employees, it’s time to hire an HR professional. Is it something you can afford right now, based on per-employee pay and the cost of your present HR solution?

Consider alternative alternatives in the meanwhile if hiring a dedicated HR expert is not currently possible but will be in one or two years. This could include transferring HR responsibilities to a non-dedicated employee or utilizing an online HR service provider. Find a solution that works for your specific business and plan for when you outgrow it.

You Require Assistance with Staffing, Onboarding, and Team Development

Unemployment is low at 4.6%, yet demand for top talent remains high. Finding and retaining good employees is difficult, especially in today’s environment of remote and hybrid work. You have many competitors for the best personnel, which is why having a skilled expert committed to staffing your firm can be beneficial.

You’ll want to maintain your employees once you’ve hired them, which is nearly difficult if you don’t have comprehensive employee onboarding and professional development programs in place.

If your onboarding process consists solely of the new recruit signing paperwork, consider hiring an expert to supplement your efforts. Similarly, if your firm does not have a clear development strategy in place, your employees are likely to depart in pursuit of better chances. If this is the reason for high employee turnover, it may be time to find someone else to take over.

You’re Having Difficulty Staying Legal

Companies must follow federal, state, and local labor and employment laws. These rules require equitable employment opportunities and protect workers’ safety and health on the job.

Even the most conscientious employers may struggle to understand and comply with every applicable regulation, which is especially true for companies that operate in many towns or states.

An in-house HR specialist can provide you peace of mind that everything is being handled properly. How confident are you in your compliance and best practices, whether you manage HR yourself, outsource specific functions, or delegate to a non-dedicated employee?

Do you spend a lot of time interacting with HR consultants or searching the internet to remain up to date on current laws? Depending on your responses, hiring a specialized HR specialist may be more cost-effective.

If you’re concerned about maintaining legal compliance, this could be a good time to hire an expert who can limit risk and alleviate your concerns.

Is it Necessary to Hire an Attorney to Hire a Human Resources Manager?

In order to hire a human resources manager, you may not need to discuss with or hire a business attorney. However, if you are experiencing employment or human resources legal concerns, you should counsel an employment law professional.


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