Helpful HR Administration Hints to Thrive as an HR Department of One

Are you the only person in the role of human resources at your company? Don't worry, you’re not alone. According to research from the Small Business Association's SCORE Association, human resource work takes up 25 to 35 percent of a small business owner’s schedule and almost a quarter of that time is spent handling paperwork for their employees.

Many businesses are choosing to forego a large human resources department in favor of hiring just one person who can perform HR duties as well as other responsibilities. For example, it's not uncommon for sole HR representatives to train new employees, recruit prospective new hires, manage conflict, handle payroll and administer health benefits.

We know that juggling all of these roles can be exhausting, regardless of whether you are new to the company or a seasoned professional. So are you an HR department of one? If so, below are some checklists and hints that will help you thrive in your current role.

Company and Employee Policy Handbook
If you haven't already, write an employee and company handbook outlining the different policies and regulations the staff must follow. The handbook will also serve as a guide for every new and current employee. Consider the following factors when you are working on the company guidelines and policies:

• Make sure the policies are in compliance with local, state and federal employment laws.
• Consult the National Labor Relations Board periodically to make sure the employee and company policies are in compliance.
• Make sure every policy is properly and consistently enforced in accordance with the handbook. 
• Have each new employees sign the handbook when they are hired and whenever there have been changes.
• Include policies about equal employment opportunities, including ones that prohibit harassment, discrimination or retaliation.  
• Review your employee handbook on an annual basis to make sure it is updated according to the most recent employment laws.

• Each job posting should have an accurate and thorough description of the duties associated with the job.
• Use multiple websites, recruiters and other sources to get a large pool of qualified applicants.
• Make sure your selection procedure is consistent with any applicable employment laws.
• Double check that every supervisor that participates in the hiring process is trained to conduct interviews in accordance with the law.

• Make sure that employee compensation for each job is competitive with industry standards.
• Consider creating a compensation program that rewards employees based on their performance.
• Make sure the company complies with laws regarding minimum wage compensation and independent contractors.  

• Schedule employee performance reviews on a regular basis (ex. monthly, quarterly or yearly).
• Notify employees with lower or negative reviews to improve their work performance.
• Make sure each employee has measurable, specific and attainable goals.
• Confirm that your company's employees receive the training they need to perform their job as required by law.

• Confirm that every new employee has filed the necessary paperwork to enroll in your benefits program.
• Make sure your company retains employee records for a certain amount of time and discards them as required by law.
• Double check that all employee performance issues (including verbal warnings) are documented.
• Make sure that sensitive employee information is confidential and kept in a secure area.
• HR automation tools, which are often times now designed with small businesses in mind, can also help perform many everyday tasks and eliminate errors.