Wearing Too Many Hats? How to Divvy Up HR Responsibilities

“Companies with 50 or fewer employees rarely have a formal human resources department; instead, duties from recruiting to benefits administration are scattered among of [sic] colleagues—an accounting manager might manage a payroll vendor while mid-level employees write job listings, and a manager makes key hires,” writes Christine Lagorio-Chafkin, a senior writer at Inc. As you can see, managing human resources ad hoc isn’t out of the norm. Yet this process does run the potential of becoming inefficient, especially if your business is on the verge of growing.

Dividing HR responsibilities is an essential step in driving the growth of your organization

Make a list of potential candidates who can offer support

HR responsibilities can be overwhelming, especially when you don’t have a staffed department. To help, make sure that communication among the management team is streamlined before you consider divvying up responsibilities. Once you have done so, take simplifying your role even further and make a list of those who may have some time within their schedules to alleviate you. Whether you need support with employee onboarding and development, or someone to assist you with hiring and firing, there is likely to be one or two individuals on the management team who can take ownership of one or more of these HR responsibilities.

Find the best fit

Before you hand off critical roles and responsibilities that can ultimately impact the functionality of your business, ensure that your delegating process makes sense. In essence, you want your product delivered at the highest value, so if someone on your management team has zero experience with finance and accounting, it may be best to delegate payroll and labor management to someone who is confident in that role.

Consider whether you need a full-time HR specialist

“If you are growing, it may make sense to hire an HR manager who has run a department for a company that is twice as large as your own – even if the cost, in term’s of that candidates desired salary, will likely be higher,” continues Lagorio-Chafkin. “Remember this: You want an HR manager who will be qualified to help you as you grow.” If filling that position isn’t an option, however, there are online solutions available that provide an effective approach to handling time-consuming HR responsibilities.