Decoding the need for an HR professional: When and what level to hire
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In today’s fast-paced business landscape, the importance of human resources and its role in leading, hiring, coaching, engaging, and retaining employees cannot be overstated. HR professionals are the driving force behind an organization’s success. However, determining when to hire an HR person and at what level can be a daunting task for businesses.
How do you know when your organization needs an HR professional? Below are a few signs.
Employee Growth and Recruitment Challenges
As your company expands, the workload associated with managing human resources also increases. If you find non-HR leaders spending excessive time on HR responsibilities like recruitment, onboarding, benefits, and employee relations, it’s a clear signal that it’s time to hire an HR professional.
Employee Relations and Engagement
Maintaining positive employee relations and fostering a culture of engagement are vital for any successful business. If you notice a decline in employee morale, increased conflicts, or lack of clear communication channels, it may be time to bring in an HR professional. They can implement effective strategies to boost employee engagement, resolve conflicts, and improve overall workplace satisfaction.
Organizational Growth
Different businesses need different skills on their teams, but in general, Purple Ink highly recommends hiring a solid HR professional when your organization has 50 or more employees. There are some technicalities involved, but when an organization has 50 employees, it’s generally required to follow the Family and Medical Leave Act (FMLA). Although the core of FMLA has been basically the same since it became law in 1993, it can be difficult and arduous to maintain and follow all of the rules. This typically necessitates an HR professional.
If you think you are ready for a full- or part-time HR, consider hiring an outside firm to conduct an HR assessment. A well-done assessment will give you information on what is and is not working well with regards to all areas of HR in your organization: employee manuals, performance reviews, talent acquisition, benefits, employee files, and more. After a Purple Ink HR assessment, we provide a recommendation on the number of HR staff and the experience levels your organization needs, both currently and in the future.
When deciding what level of HR professional to hire, consider the following factors:
Company Size and Complexity
The size and complexity of your organization will dictate the level of HR expertise you need. Startups or small businesses might initially only require a generalist who can handle a wide range of HR responsibilities. As the company grows, specialized roles such as HR business partners, talent acquisition specialists, or compensation and benefits experts may be needed.
HR Strategy and Organizational Goals
Aligning HR strategies with your organization’s goals is essential for long-term success. If your business is focusing on talent acquisition, talent development, or organizational change management, hiring HR professionals with specialized expertise in these areas can bring immense value.
Budget and Resources
While senior-level HR professionals bring extensive experience and strategic capabilities, their compensation requirements may be higher. If your budget doesn’t allow for that level of compensation, you may consider starting with a lower-level HR professional. Balance your needs and resources to make the best decision for your organization.
According to SHRM, “HR professionals at all levels contribute to an organization’s success and help manage its most valuable resource—its people.” It’s crucial to assess the specific needs and objectives of your organization to make an informed decision.
