Most small businesses do not start out with an HR Manager. In fact, some businesses function quite well for years without one. It is true that HR-type issues come up from Day One – hiring people, filling out legally required paperwork, establishing a payroll. Beyond that, the business owner handles employee issues as they arise. Usually, the employee will appeal directly to the owner, whether it asking for a raise or a vacation or complaint about a co-worker, and the owner decides what to do. As more employees join the team, someone is delegated to do the administrative tasks, typically a controller or support staff.
AT SOME POINT in the course of the business, this becomes more than a distraction for the business owner, who is, after all, primarily focused on growing the business. My experience is the line is crossed at about 15 employees. It can be less, even 5 employees can be too much depending on the circumstances.
At this point, the business owner may be looking for a better solution than handling it all themselves or relying on their accounting and support staff.
And there are other, bigger problems. Chances are, there are no HR systems in place for hiring, onboarding, performance evaluation and compensation, to name a few; few written policies, and no one to watch out for legal issues that might expose the business.
This is where I may be able to help you. Typically, a business owner will contact me with a specific HR problem. It can be that they need an employee handbook, or a policy covering paid or unpaid leaves, or an onboarding checklist. Some times it is an issue with a specific employee whom they feel they must terminate, or are concerned about legal risks.
That may be all they need, and Aspire HR provides professional, experienced advice and guidance to solve the problem.
Other times, the initial problem is just the tip of the iceberg. Many of my clients prefer to retain me to go deeper, to integrate with their business on a day to day level as their remote HR Manager.
“But I don’t need a full-time HR Manager, I have a small business.”
You are probably correct. That is why I offer my services on a retained, flat fee basis, with the understanding that you only need me on a fractional basis. But here is the key differentiator – although you are paying only a fraction of what you would if you hired a full time HR Manager, you have “all the time” access to me, I work independently and am self-directed on your behalf, and when you need me the most, I am there for you.
These are some of the things I will do for you:
- Putting in place structure and order in hiring, onboarding, and policy development.
- Ensuring your peace of mind regarding compliance with state and federal employment laws.
- Handling day-to-day administrative duties for which you have no time, including payroll, benefits and retirement plan administration.
- Using my professional training and experience to help you recruit, interview and hire better employees.
- Being your intermediary to communicate with employees and resolve problems, act as a resource, and enforce policies.
And, for some clients the most important thing, you will have an experienced HR partner to talk to in confidence.
Do you need an HR project done? Or possibly a retained, fractional HR Manager? Let’s talk and see what would help you best.
“I tell my employees, Bill is objective, here for you, a go-to resource. He’s my intermediary.“– owner, national bakery
Unlike large companies, small businesses do not have an HR department to intermediate when difficulties arise between the employer and employee. “I’ve seen situations where an employee has sued after being terminated, claiming that behavior most people would find innocuous was offensive to the employee’s cultural sensibilities… a smart HR professional would ensure this type of behavior did not occur at the workplace before it became a problem.”– partner, New York based business management company