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How do you build an HR team to grow your organization?

Formulating a Human Resources team or group meant to assist the organization in attaining its goals and objectives is a strategic task of paramount importance. The HR team is the central player who contributes towards the creation of a healthy work environment, drawing and retaining talents, maintaining legal productions and policies, and advising on the structure of the organization. Here, we will follow a complete set of recommendations for the creation of a progressive HR team pool for an organization’s development.

Why is it important to have an HR team?

 HR teams are responsible for a lot including:

  • Recruitment
  • Onboarding new employees
  • Learning and development
  • Enactment and continuation of company policies
  • Processing payroll (sometimes)
  • Maintaining employee records
  • Compensation and benefits
  • Performance management
  • Ethics go hand in hand with the importance of legality.
  • Suggesting ways for a company to retain its employees where working conditions will be a critical consideration.
  • Off-boarding.

Knowing when to establish an HR team 

There is never a “perfect time” to expand an already-existing staff or add an HR specialist. Instead, founders and/or one-person HR teams need to be honest about the amount of work they are currently doing and assess any workforce-related concerns, such as attrition or recruiting difficulties. Nevertheless, you should have a dedicated HR employee—if not two—by the time you hit the 50-employee milestone. Let’s look into when to establish an HR team: 

If you’re HR-Less: In a startup or a fast-aging company it is not uncommon for employees to wear many hats so the roles of one employee can cover many roles. Such HR personnel as ad hoc HR directors, who serve in non-HR departments but need to fulfill the duties of HR administrators, payroll, compliance, recruiting, and benefits administration, typify the smaller and medium-size companies. If your organization is small and you have less than 15 members, it can be possible to make do with ad hoc HR directors and HRIS (Human Resources Information System). This will, however, only work if there are robust systems in operation. In this case, if in addition to situational scenarios, you start having HR-related problems, such as high turnovers or performance problems, you need to hire a dedicated HR team immediately.

If you’re a single-member HR team: Workload and efficiency. If the workload for HR tasks becomes overwhelming for one person, leading to decreased efficiency, errors, or burnout. You need an HR team.

Organizational growth: To support hiring, onboarding, and personnel development, there may be a greater demand for HR services during times of significant growth or expansion.

How to assemble a successful HR team?

In a startup or fast-growing business, everything happens more quickly. However, don’t let the inclination to “just get people in the door” lead to a careless hiring procedure. Here are some things to think about when you assemble your HR team. As you build out your HR team, here are the things that matter considerably.

1.Determine company goals: Tabulate the company’s HR goals for the next six months, and twelve months and prioritize them. You may utilize engagement survey reported data to learn in-depth about the employee experience, and in turn discuss with the leadership to carve a clear picture of what the company-wide vision for the human resource perspective looks like. After that, let these objectives direct your company toward the appropriate hiring scenarios.

2.Make sure you have an accurate job description : Creating highly concise and exact job descriptions will ensure the right people are lured into your firm. Of course, you should rather push for candidness than for wit while writing HR job descriptions and be careful about more stylish pitches that exclude the less exciting jobs from reality. Include desired qualifications such as a job location within a given time zone, as well as an equal opportunity employment disclaimer. Job descriptions can be fascinating and open-minded. Besides that, do not forget to include the duties in your list but try to describe them in the right way.

3.Reach outside the recruiting box: Early on, start-ups tend to rely on referral networks which means they hire folks from groups that pretty much resemble themselves (the existing employees). Do you need an HR team that will work on all organizational issues? Or do you have a specific need that requires specialized knowledge and expertise? Contrary to popular belief, the plans you will make after this stage are largely based on the decisions you will be making now.

Which type of HR team is required? 

The sort of HR team the company requires is one of the most crucial choices you will have to make. Your choices made thus far will influence a lot of your future goals and decisions.

Get input from leadership. You cannot achieve a sustainable outcome without their commitment and support, and you also need them to be on board and obtain approval and buy-in from the employees and the management.

Develop short and long-term business requirements and key objectives. The leadership team will assuredly propose their preferences. However, a dialogue with the department managers as well as from a representative sample of the employees will give more understanding about their issues.

Assess the current situation. What state is the staff in right now? Are there any urgent needs for more staff? What are the resources such as human, financial, and technological resources that are required to try to achieve the hiring objectives and priorities?

What are the right rules for building an HR team?

Your small business will cease to stay small, with hard work and given time trying to make it big. Whilst the process of putting up a business is demanding and quite tedious, you can still outsource the administrative chores to qualified people. HR management can be broadly classified under the realm of such responsibilities that include tasks like ensuring compliance with the local laws and a workforce that is motivated. HR operations can be a huge sphere that will require a lot of time and effort which you, as a small business owner, may be unable to provide. A more optimal option would be to assign this function to a professional especially and devote it to vital delivery.

Guidelines for creating an HR team

If you are prepared, you can begin assembling your HR team. These are the golden rules that you are to follow.

Rule 1: Specify HR objectives.

You have to make the HR team mission statement and its objectives which are tightly aligned with organizational ones and culture.

  • Implement acceptable record keeping of all employees and good documentation.
  • Improve hiring and recruiting operations.
  • Hold and roll out periodical training for all organization’s employees.
  • Seek timely and correct payroll processing so that salaries, as well as benefits, come on time.
  • Carry out and handle performance evaluations for all staff.

Rule 2: Decide HR strategy

HR strategy comes at the stage where one executes it to realize the HR targets and in turn the larger organizational targets. 

  • Size of the HR team– do you buy a single professional and recruit gradually as you grow or should you have more as a department to keep your focus on recruitment and training? This varies depending on the current pace of growth of your business.
  • HRMS software – which type of HRMS system: full-fledged HRMS or manual system that can be made operational easily using spreadsheets?

Rule 3: Implementation of the team strategy – Develop a plan.

Next, decide on the strategy and the path you will take to accomplish it and also take measures to have it included when you modify the plan traditionally. The plan must be confined with a certain adaptability so that it can adjust to interference whenever the organization experiences unplanned events, and the goals or strategy may be changed for a single purpose. This is when you can hire the first HR staff. Security will play a significant role in this choice of the first HR professional, as most likely you will not have more than one HR involved in the initial stage of your business. Therefore, the person you hire for this position must align perfectly with the business needs and values. The HR person’s ability to document experience and determine the zest of strategy and policy details is a great asset to the company. 

Rule 4: An organizational structure must be designed to foster collaboration among employees, break down silos, and establish clear lines of communication. The structure provides for lucidity and accountability in answers on how a particular department works and moves on. Once you have more than ten or fifteen common employees, it is suggested to reference structure and in such a way operate effectively. By doing this, we will be clear to HR about the reporting structure and come ready to resolve the issues among the departments that usually take place.

Rule 5: Invest in an HRMS Software that is known to be reliable.

Efficiency should remain among the crucial factors to be considered, and this involves investing in HRMS that will simplify most of the human resource operations. On occasions, if the company is too small then we can cut down on HR employees’ recruitment where we already have an HRMS. Investing in such software might not be an immediate priority. If this is the case, have a plan to start investing when considered an essential when the number of employees increases. 

Identify the sensitive areas of the human resource as the aim is to ensure a functional working environment. This article broadly outlines policies essential for any organization to implement.

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