As a company grows, it reaches important talent benchmarks where you need to break apart combined roles and put it place the specific expertise to take the company to its next level. HR in a growing company is normally one of these combined roles but as the needs of the company to build and develop its human talent grow, it is critical to bring in the expertise of an HR professional to put in place the proper structures and processes to facilitate this growth. Laying the groundwork for an HR role requires four steps: determining needs, defining roles, bringing in the right HR resource and setting expectations.
1. Determine the Needs of Your Organization
What will help establish a successful HR function for your business? It seems like a straightforward question, but the reality is there are many factors that contribute to the growth and success of an HR role. Size, industry and work culture are just some of the variables that can determine the kind of HR solution that is best for you.
According to a Lucidchart HR Strategy, assessing capacity is the first step to mapping out your HR vision. Is there any current staff who have the talent to focus on your organization’s talent growth? What are the fiscal and organizational limitations for your future hiring efforts? An HR solution is different for each organization, and defining the proper roles needed will be impossible without first looking inward and assessing your capabilities and requirements.
2. Define HR Roles
After determining the short-term and long-term HR needs of your business, you should define the role of HR in your organization. Consider the specific responsibilities that will be best suited for an HR leader. From identifying and retaining talent to training and reinforcing company culture—creating a role from scratch is challenging, but if you build a strategic roadmap and structure of what your HR function will look like, you’re half-way there.
Read, ‘7 Responsibilities of Human Resource Management.’
Common responsibilities of an HR leader:
3. Hiring the Right HR Person
Recruiting an HR manager aligned with the company’s vision is crucial. They should have the expertise and keen knowledge for running an efficient HR department.
Ask yourself these questions:
Future growth and scalability must be top of mind when defining the structure and roles of your HR department. Understand that you may not have all the desired positions filled right away when developing this function, so have a flexible plan in place for responsibilities to be divided up among your hires as appropriate. It’s perfectly acceptable to start with one HR hire and scale slowly to mirror workload. '
4. Set Expectations
Small-midsize businesses may require more hands-on leadership due to bandwidth and the work required for establishing a new HR department. It is important that expectations are set early on by leadership and then clearly communicated to the new hire.
Your new HR leader will also need to establish goals and clearly understand the key performance metrics important to leadership for measuring the success of your organization. For example, employee turnover rate and workforce utilization rates are metrics that will give leadership a clear understanding of overall organizational performance. Be sure to set up 30, 60 and 90-day touch points with the new hire to enable feedback and the ability for course correction if needed.
Alternative Options to an In-House HR Department
The simple fact is that your small-midsize organization may not have the resources to implement a fully functioning HR department. Understand that you still have options to address critical HR needs for your business through outsourcing your HR function.
Lauber Business Partners’ HR Services provides a flexible solution that brings an experienced professional to your business who has previously successfully built and managed the solution you are seeking. We are a team of HR experts with experience in virtually every facet of HR who provide practical solutions targeted at small and mid-sized organizations tailored to your unique needs. We can help you both build the structure and processes that you need and then serve in a fractional, hands-on role to help manage the activities required to make it work for your company.
Contact us today at 414-273-8060 or email@example.com to learn how Lauber Business Partners can help your small-midsize organization grow and succeed.
Additional HR Resources for Small-Midsize Businesses
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