Multitasking

As a business owner, it's normal, and in fact, necessary-to wear many different hats when you're first starting out. But if you want a successful and profitable business in the long run, there comes a time when you need to have HR support. 

1. Employment Law

Employment legislation is constantly evolving and changing, and it is hard to keep up with the requirements. However, it is the role of your HR support to stay up to date so that they can provide credible, practical and compliant advice to your business.  All it takes is one mistake when hiring or terminating an employee, and you could get hit with a lawsuit. If you don’t know employment law, you could be putting yourself, your business and your reputation at risk.

2. Employee Files

Did you know you need to keep not just one but three files on each of your employees? You need to have an I-9 file, a medical file and an employment file for each member of your team. If you don’t fill out and keep these forms, files and information accurately and in the right place, you could face fines. HR professionals will know what files you need to store, when you need to update them, and where they should go.

3. Handbooks and Policies

Do you have an employee handbook? If not, you should. Even if you only have a few employees, you still need a manual or handbook to lay out the rules, regulations and expectations you have for your employees. Handbooks make it easier for employees to know exactly what’s expected of them, but they can also be used in case of employee disputes.

4.  Job Descriptions, Interviewing and Hiring

Many small businesses seem to like the idea of “open ended” job descriptions, but you’re better off telling your employees specifically what you expect of them. You can’t possibly hire the right person if you don’t know the specific job you want them to do.  Where do you advertise your openings?  What interview questions can you ask?  Do you conduct background checks?  Drug screens?  HR can help you sort it out, make great hires, and protect your business.

5.  Performance Management, Documentation, and Termination

Ignoring underperformance and having no written record of it kills your defense that the employee was disciplined, or fired for cause.  Have you ever wondered if you can terminate someone?  If you aren’t certain, or have not documented performance issues, policy violations or disciplinary action, the answer may be “not yet.”

A good HR professional is there to help you, not hinder you.  We don’t want to make your life difficult, but want to see the business succeed and help you avoid the landmines that are out there by virtue of being an employer.