Heading an HR department of one is no easy task. A business must meet employee management needs and obligations for compliance with applicable laws and regulations, as well as communicate with senior leadership – whether HR is being handled by one person or by a large team.
Employees go to HR departments for answers about various matters pertaining to their jobs – from company policies and procedures, to federal, state, and local laws and regulations, benefits enrollment and status. HR is also where owners and managers turn for help with hiring, retaining, and fostering more productivity from those employees.
When those demands fall on the shoulders of one person, what can be done to help lighten the burden?
The accidental HR department
Many individuals may enter HR “accidentally.” There may be situations where people with no HR backgrounds are pressed into service – when the existing HR person leaves a company, or when a need suddenly arises and tasks must be assigned to someone, regardless of prior HR knowledge.
Such an individual may not be prepared for the onslaught of employee concerns and issues. Typically, HR departments are challenged to address:
- Employee disputes
- Discrimination issues in the workplace
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