HR Isn’t Optional: Why It’s a Non-Negotiable If You Have Employees
If you’re a small business owner with even one employee, HR isn’t a “nice to have.” It’s a must.
I get it—HR can feel stuffy, corporate, or like something you’ll get to later. But the second you hire someone (full-time, part-time, or sometimes even contract), HR becomes foundational to your business. It’s how you stay compliant, treat people fairly, and it’s how you protect your business from chaos, confusion, and costly mistakes.
What Is HR for a Small Business?
HR isn’t just hiring or forms—it’s the structure behind how you hire, pay, support, and lead your people.
Most small businesses start with:
Scrappy systems
Documents saved in 12 different places
Decisions made on the fly
Totally normal. But eventually, things need to be cleaned up, documented, and built to grow. That’s where I come in.
What Happens During a 3-Month HR Engagement?
Here’s how I help you get your people processes in order—without making it overwhelming.
📘 1. Employee Handbook
If you already have one, I review it for compliance and clarity. If you don’t—it’s our first priority.
A handbook sets the tone for how you run your business, make decisions, and handle real-life things like jury duty, time off, and communication expectations. It protects you and your employees - no more winging it! It's the perfect resource for you and your team to refer to when questions arise, and allow you to follow the same process for everyone, making sure decisions are made in a fair and equitable way.
🗂 2. Paperwork + Files
Auditing your current employee files ensures you’re collecting the right documentation, and create secure systems for storage.
Think:
Offer letters
Signed policies
Tax forms (W-4, I-9)
Emergency contact info
It's not always just about having the forms, it's also about making sure they're filled out and stored correctly. Mistakes with this can lead to costly fines which we want to always avoid!
✨ 3. Onboarding Systems
Think about what happens before, during, and after a new hire joins your team. We'll go over what your current process looks like then implement things like templates, welcome emails, document checklists, and expectations that don’t live just in your head. The goal is to create a smooth process for you and your team, as well as an inviting experience for the new hire so they feel supported and confident in their decision to join your team.
💻 4. Payroll + Systems
How are you paying people? Zelle or Venmo can only go so far (also, think taxes!). Are you using the right systems to manage employee info and stay compliant? If you’re not using an HRIS (HR software), I’ll recommend one that fits your needs. HRIS systems at the bare minimum, allow you to pay your employees, ensure compliance with tax deductions, and store employee documentation, making sure everything is in one , safe, location.
Bonus: I also offer HRIS setup and implementation as a separate service.
📄 5. Job Descriptions + Reviews
Clear job descriptions? Essential. We either write them from scratch or refine what you already have. Then we look at how you give feedback and handle performance—whether you want a formal review process or just a regular check-in rhythm that works. Performance feedback is key for keeping your team engaged and thriving, and also get ahead of any discrepancies or performance slips before they become a bigger deal.
Reminder: It’s Okay to Be Scrappy. If you’ve been piecing things together, that’s fine. You’re not behind! This work is about refining, not starting from zero. Think of it like hiring a tax accountant after DIY’ing your taxes for years—it's the next step in taking your business seriously. There’s no shame here- I’m a business owner too. I’ve seen it all and I’ll meet you where you are.
🧭 Ready to Feel Confident in How You Lead?
If you’ve got a small team and are ready to put real systems in place, let’s talk. My 3-month HR setup is built just for you—compliant, aligned with your values, and designed to grow.
