What Does Human Resources Do? 25 Important HR Functions

In a word, HR oversees the “people” stuff. It has both tactical (hiring, benefits enrollment) and strategic (leadership training, risk avoidance, diversity) roles. You can place the specific HR functions a business needs into buckets, depending on its size. For startups, HR may run payroll but focus more on building culture as the company grows.

Small businesses wanting the benefit of human resources (HR) expertise, but without the cost of hiring a full-time HR manager, will want to consider Bambee. Bambee provides unlimited HR consulting (you call them, ask questions, and get answers) for just $99 per month. That can save you from making costly HR mistakes.

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It’s easiest to answer the question “what does HR do?” by considering what human resources staff do in companies of various sizes:

What Does HR Do in Startups With 1–15 Employees?

The best practice for a startup is to do HR the way a big company would do it. That means that you, the business owner, don’t try to do it all yourself unless you yourself are an HR expert. Instead, consider outsourcing these tasks to an HR professional, human resources consultant, or HR software service.

Here’s what HR typically does in a smaller firm, even if the person doing it lacks an HR title:

1. Posts Job Openings & Hires New Employees

In a startup company, business owners, their partner(s), or spouse handle recruiting tasks. Recruiting is one of the most important HR functions and becomes even more important as your company grows. Hiring the right employees can help you build a strong business. Hiring the wrong employees can run you out of business.

It’s important to post your jobs to a reputable job board, screen candidates carefully, and only hire the best. HR folks are experts at hiring using free job boards, like Indeed, that screen and track applications and interviews online. They often find you better candidates, faster, while also complying with labor and anti-discrimination laws.

Indeed is the number one job board in the U.S. It offers free job postings and a free company page you can use to post your open positions. It lets you extend your recruiting reach by advertising open job postings using a feature called “sponsoring a job.” First-time users get a $50 sponsorship credit to try it out. Claim your free Indeed account.

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2. Ensure Compliance by Preventing Labor Law Violations

The federal government and every U.S. state have labor laws that specify what you can and can’t do when it comes to employees. They’re also clear on what hiring documents you must gather and how long you need to keep them. What HR does is ensure you don’t run afoul of the law. HR staffers abide by minimum wage laws, gather new hire forms, like W-4s and I-9s, and report your new hires to the state.

Most small business owners choose not to become HR experts, but, without HR guidance, they’re very likely to find themselves in trouble. Some potential risks are not classifying an employee correctly, failing to retain time card records, not offering sick leave pay in states that require it, and failing to set up workers’ compensation insurance. Fines and penalties can bankrupt a new business. It’s best to hire HR to do these things for you or, as an alternative, sign up for an online HR consultant service like Bambee.

“HR prevents an untold number of lawsuits. HR professionals coach managers on how to tactfully and legally handle job interviews, disciplinary meetings, medical leaves, and employee relations’ concerns. They also take ownership of harassment and discrimination allegations by conducting investigations and implementing appropriate solutions that coincide with their findings. Any missteps could put the company in hot water. HR has a tremendous responsibility to ensure personnel and job candidates are treated respectfully, fairly, and within the confines of the law.”

– Laura Gariepy, Owner, Every Day by the Lake

3. Run Payroll

HR experts know all about payroll requirements, from understanding how training pay works or what the minimum wage is for minors to unique overtime and break time rules that affect how employees are compensated. In fact, they know whether your employees can be paid semi-monthly or monthly, or if weekly pay is required based on their job role. These rules vary by state, industry, and work function.

In many smaller firms, the person doing HR is also the one who captures each employee’s work hours on a time card, calculates their pay, and runs their payroll. The good news is that small business attendance software, like When I Work and payroll software like Gusto, includes HR compliance features, such as document storage and payroll rules, making it possible for your small business to be fully in compliance with payroll rules.

4. Create Policies With Company Guidelines & Procedures

As soon as you grow past one employee, you’ll need to start documenting your policies. For example, it’s best to explain in writing what the work hours are, who to call when an employee is sick, and what day workers will get their paychecks. What human resources does is gather the policies into an employee handbook. They also ensure mandatory labor law posters are on the wall. Then, they’ll typically meet with each new hire to go over the policies as part of the onboarding process.

In fact, policies like paid time off (PTO), casual dress, and flexible work options are clear differentiators for recruiting and retaining staff. What human resources does is officially create the plans, communicate and manage them, answer questions during candidate interviews, and help existing employees understand how these employee-friendly policies work.

Software like Zenefits can offer you standard policy templates and employee handbooks, or you may prefer to download and customize your company policies using legally vetted policy forms from a low-cost legal service like Rocket Lawyer. You may need unique policies based on your business location and industry; for example, a retail kiosk may not want employees smoking near the booth, or a delivery service might want to ban cell phone use while driving the company van.

5. Improve Performance Using Tools, Training & Feedback

In a small business, it may be the employee’s manager who handles employee performance improvement, but most managers don’t have the skills of HR professionals to prepare top-notch employee training or provide motivating performance feedback. HR staffers create orientation and training programs, welcome new hires, monitor employee’s on-the-job performance, and work with managers to coach and train workers.

One of the tools HR uses to get workers off to a good start is a basic job description that clarifies what the job is all about. They’re also likely to introduce new hires to others, coach new managers on how to train, and monitor the progress of lower-performing workers. They serve as a sounding board and resource to assist managers and employees struggling to meet their work goals. They may even implement a performance management and feedback system complete with job performance metrics.

Further, it often falls to HR to make sure that employees have email accounts set up, nameplates, business cards, a desk, a computer, security badges, and anything else they need to do their job. HR staffers coordinate these activities with the relevant parties to provide employees everything from tools and uniforms to a work vehicle and a company credit card.

“HR is responsible for hiring and training new employees, as well as managing and assessing the progress of all the employees within a company. Employee retention is a major factor that affects any company’s stability and progress, and HR makes sure that employees are happy and willing to stay with the company.

“Without HR, managers would be left on their own to recruit, screen, and interview all the employees. After hiring, managers would need to make sure that every employee is placed well and settled with a team. Considering how sophisticated HR has become to make everything regarding human resources within a company stronger, their role is hardly replaceable.”

– Nick Galov, Co-founder and General Manager, Review 42

6. Set Up Employee Benefits

It’s typically the HR person’s role to find ways to motivate and retain employees. That can range from gift cards and flex spending accounts to health insurance. If you live in a state like Hawaii with labor laws that require you to provide employee healthcare, it’s the HR person who helps you set that up, enrolls employees, manages their changes (like when they have a baby or get married), and files the appropriate year-end paperwork.

The good news is that a small business isn’t typically required to offer health insurance until they reach 50 full-time equivalent employees (FTE). However, many companies choose to offer benefits while they’re smaller, because it improves their ability to hire professional and management staff as well as knowledge workers. It also improves employee retention. In fact, Paycor found that offering employee benefits reduced employee turnover by up to 138%. If you have fewer than 50 employees, it may be worthwhile to ask yourself some questions before offering health insurance, or better yet, have your HR person weigh in.

Experts from Concordia University highlighted the challenge small business owners typically have in seeing the immediate value of hiring HR staff. As they assume more HR duties, however, it becomes clear that other business processes suffer.

What Does Human Resources Do in Small Firms (15–49 Employees)?

Once you grow past about 15 employees, it gets increasingly more difficult to manage all of the people stuff—from time card corrections to what’s stored in personnel files. HR helps your organization grow without too much chaos by managing the human aspects of the business. People, after all, have personalities, needs, and sometimes issues. It’s your HR rep who serves as the point person to proactively manage the complexity of working with humans.

7. Eliminate Discrimination: Promote Inclusion & Diversity

Businesses under 15 employees may not have to comply with diversity and inclusion laws that ensure discrimination doesn’t takes place. However, once your business crosses the threshold of 15 employees, numerous anti-discrimination and enforcement laws kick in. It’s HR’s job to make sure that your employment practices support an inclusive and diverse workplace.

It’s also more than that. At the threshold of 15 employees, you’ve got to make sure your hiring practices are anti-discriminatory. This typically starts with the job application form and continues through the interview and hiring process. Your HR person may have helped you create job descriptions, interview guides, and requirements for a promotion, but once you pass that 15-person mark, it’s more likely your labor practices will be scrutinized by the Equal Opportunity in Employment Commission (EEOC), an agency that enforces federal laws prohibiting employment discrimination.

Here’s what human resource staff do to ensure compliance with anti-discrimination laws:

• Coach hiring managers: Train and coach managers to avoid any discriminatory questions in job interviews.
• Confirm there is no discrimination: Ensure discrimination isn’t taking place when hiring, promoting, or terminating workers.
• Monitor work assignments: Monitor that employees are selected for assignments and training opportunities fairly.
• Provide discrimination and harassment training: Provide training on how to prevent discrimination and harassment in the workplace.
• Adhere to sexual harassment training requirements: Comply with state-mandated sexual harassment training and poster requirements.
• Verify pay equity: Compare pay rates to ensure pay equity for new hires, promotions, and salary increases.
• Inquire into allegations: Investigate employee discrimination and harassment complaints.

It’s HR’s role to ensure your business is compliant, and as Lori Kleiman reminds us, the definitions of what constitutes harassment are complex:

“In today’s world, workplace harassment is a hot topic and one that likely will continue to be. The Equal Employment Opportunity Commission (EEOC) sets the official definition as ‘unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, or genetic information.’

“Harassment becomes unlawful when enduring the offensive conduct becomes a condition of continued employment or the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.”

– Lori Kleiman, Managing Director, SPHR, HR Topics

8. Evaluate Software: HR Tools & Productivity Apps

In a smaller firm, your human resources rep is often asked to find software to keep track of employee data, manage benefits enrollments, track expense reports, streamline time cards, and improve employee communications. They’ll work with you or your IT tech team to figure out which software tools are best to manage employee data as well as monitor employee performance.

Tools HR staffers may recommend and help implement include:

• HR software: Provides online personnel files as well as employee self-service so that workers can see and manage online data like address changes and vacation balances.
• Applicant tracking system (ATS): Software that posts jobs to multiple job boards, screens job seekers, stores resumes and interview notes, and documents fair hiring practices.
• Scheduling software: Scheduling tools let retail stores schedule employees and let service companies schedule workers for jobs. Most manage shift scheduling too.
• Time and attendance apps: Uses a time clock function to identify who is working and when, and then keeps track of hours worked and any overtime.
• Document storage and communications: It’s often HR helping to determine what’s best: MS Office, Google Suite, Slack, or something else to manage employee email, video conferencing, documents, and team messaging.
• Performance management: HR is best positioned to find software to track employee goals, manager feedback, and performance reviews for pay increases.
• Human resource information system (HRIS) software: As your company grows, you may want all-in-one software to manage HR, payroll, and employee benefits. What human resources does is help you find the best tool.

If you’re looking for all-in-one HRIS software that can grow with your business, consider Zenefits. Zenefits provides a modular system that lets you start with time and attendance in addition to HR with a self-service portal, and then add benefits, consulting services, and more as you scale up. Request your free demo.

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9. Manage People Issues

If you lack an HR resource, you’ll soon find yourself overwhelmed with all the people issues that come up, e.g., garnishment orders, workers’ comp claims, requests for jury duty, employee child support orders, and documentation for on-the-job injuries. HR is the front line for these requests. They document the issue, complete the appropriate forms, and serve as the liaison between your company, the requesting agency, and the employee.

Even if you haven’t yet encountered issues like these, you’ll often want an HR person to advise you of best practices. For example, can your payroll software manage garnishments? Do you need to add a jury duty policy to your employee handbook? Do you need help reducing your unemployment claims (perhaps by reducing employee turnover)? Are some employees struggling with personal issues? These kinds of one-off people issues are what certified HR professionals are trained to address so that you can focus on managing your business.

Experts from two universities, Purdue and Pembroke, researched the value of HR as an investment for businesses and their potential. Without HR management, many top-performing and productive employees may leave.

10. Input Administrative Data

Once your business reaches a certain size, you’ll want to keep track of whether you’ve conducted a performance review, when a person was promoted, and reasons why you had to fire someone. When you have only a handful of employees, you can keep track of data within email and paper files. These details may seem minor until you’re slapped with a lawsuit for unfair hiring practices, discrimination, or unlawful termination.

What HR staff do, either in paper files, on a spreadsheet, or by using the aforementioned software, is track everything job-related that happens to an employee. What day were they hired? Did they sign up for benefits? Who is their emergency contact if they get hurt? What is their pay rate? What date were they promoted? What is their current job title? What, if any, infractions have they been disciplined for?

This administrative data is a lifesaver when you’re defending a lawsuit. For example, documenting who attended anti-discrimination training or the reasons that you fired your new hire after only a week will come in handy if you want to prove your side of a contested employee decision. Keeping track of all administrative people data is an HR responsibility.

11. Promote Safety & a Healthy Workplace

Many industries from manufacturing to transportation require safety audits, vehicle inspections, product rotations, and a myriad of compliance activities to ensure workplace safety. The Occupational Safety and Health Act (OSHA) oversees these guidelines, but it’s often the HR person who makes sure your eye-wash station is working, the Material Safety Data Sheets (MSDS) are up to date, and that employees are trained how to lift safely.

They do this by working with your managers on tasks like sharing OSHA requirements, creating audit forms, providing employee training, and monitoring workplace ergonomics. If your employees have certification requirements for DOT or forklifts, for instance, HR will often track when those are due for renewal so that your workers’ certifications don’t lapse.

12. Conduct Annual Record Audits

Let’s say you’re growing quickly and until recently, had an administrative assistant filing new hire documents. It’s an HR person who needs to audit those files to make sure the right information is stored in the personnel folder and that the wrong information isn’t there accidentally. And, they’ll monitor your records retention too. They’ll also make sure that security is in place so that, for example, a person’s manager can’t see an employee’s confidential medical notes.

Because there’s more compliance risk once you pass the 15-employee mark, it’s a best practice to audit your HR files at least once a year. HR does this with a checklist indicating what should be in each worker’s personnel file (e.g., their job application, emergency contact information) and what shouldn’t be (I-9 forms). Most HR audits will also look for completed performance reviews, training records, and benefits enrollment documents—tracking them down if they’re missing.

HR Functions for Growing Companies With 50–250 Employees

13. Manage Mandated Programs: Insurance, COBRA & FMLA

Once your firm crosses the threshold of 50 full-time employees or FTE equivalent, additional mandates kick in at the federal level. For example, you must offer affordable health insurance to your workers per the Affordable Care Act (ACA). You must allow workers to request and take family medical leave per the Family Medical Leave Act (FMLA).

In fact, in some states with stricter labor laws, like California, these mandates affect smaller firms. HR staff should be aware of local requirements as well, such as the need to provide commuter benefits to employees in New York City and San Francisco.

Here’s a little more information about what human resources does in these mandated HR areas:

Health Insurance

Firms with as few as one employee may offer health insurance, but once a company reaches 50 FTE, it’s a requirement. What human resources does is work with the benefits provider on pricing and plan design to save you money while getting the best value programs for your workers. In addition, they enroll all employees once a year during “open enrollment.” They also answer employee questions, process mid-year family benefit changes, and makes sure that terminated employees can maintain coverage per COBRA.

Family Medical Leave

FMLA dictates the companies with 50 employees provide unpaid time off to workers needing to care for themselves or family members. It’s commonly used for maternity leave. In general, that means you have to give a person up to four months away from work while preserving their job. What human resources does is manage the requests, the compliance rules, the interim staffing needs, and the employee’s transition back to work at the end of their leave.

Some states require FMLA or pregnancy leave be provided by companies with fewer than 50 employees. And others have their own family leave laws on the books that include unique requirements, such as allowing time off for domestic violence.

14. Provide Structured Training

Smaller companies often provide on-the-job training or sign their workers up for classes hosted by third-party training firms on topics ranging from management skills to software training. As your business grows, you’ll find more efficiency in setting up a training function, almost always led by someone with an HR or educational background.

What HR staff do is identify the specific training needs of individuals, teams, and departments. They may create classroom training, develop online “how to” documents and video guides, or source vendor-partners to create and host custom content. Some HR experts do instructional design work, while others serve as online or classroom trainers and training administrators. This is especially important in regulated industries where workers’ skills (e.g., nursing, insurance sales, banking) need to stay current.

15. Design Fair & Equitable Compensation Plans

A smaller company often guesstimates what a job should pay by talking to other business owners or looking at online salary estimators such as those provided free by Indeed or Glassdoor. However, pay equity issues come into play for larger firms that need to be sure they’re not adversely impacting one protected class (e.g., female, minority) with their pay programs.

What HR does is look at each job description, identify the job level, determine the pay range, design the performance incentive programs, and run comparisons to ensure that employee pay is fair across the organization, as well as between new hires and existing workers. They’re the ones balancing your need to offer pay and benefits in such a way that you’re attracting and retaining top talent in your organization, without resulting in discriminatory pay practices.

16. Offer Retirement Plans

It’s a fact that online payroll software can help you set up a 401(k) program for your workers, but as you grow, you might prefer to negotiate a 401(k) program with a financial institution or set up a profit-sharing program and manage it within your firm. What human resources does is compare rates, help you select the best vendor, manage enrollments and forms, answer employees’ questions, and keep you legal in terms of fiduciary requirements and document retention.

17. Complete Annual Reporting

Once your company scales up, an increasing number of federally mandated reports are required at year-end. HR staff gather the data, run these required reports, and submit them to the appropriate agencies. Without software systems in place, this is a taxing manual process.

HR and payroll vendors like Zenefits provide reporting options to ensure your reporting is in compliance as well as provide consulting services to answer all your HR questions (including what reports are due and when). Contact Zenefits for a free demo.

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What Does HR Do in Firms With 250+ Workers?

Larger firms engage HR experts to do everything from monitoring employee happiness to creating a talent pipeline to ensure business continuity in case of an unexpected departure by a key player. This is no different than managing a fleet of trucks. You want them to run well, and you want a backup in case one breaks down. You maintain them. It’s just that people aren’t as easy to keep running smoothly as equipment. Therefore, the human resource function serves as your people maintenance team.

18. Create a Talent Pipeline

Let’s say your sales team is led by a rock star closer. If she quits, sales will plummet. Or perhaps you’re expanding into China. Does anyone on your team have international business experience or speak Cantonese? Not having the right people in place can jeopardize your business plans.

What human resources does to create a talent pipeline is to identify and track all the skills and abilities your organization’s people possess. It’s like an inventory of abilities. They use this information, not just to help each person grow in their career but to support the organization as well. And the talent pipeline isn’t limited to existing staff. HR can readily fill roles with freelancers, executive candidates, or with prescreened workers from specialty staffing firms, like sales or IT recruiters.

In fact, the best-run organizations know exactly who is being mentored, trained, and coached to fill each critical role in the company. They don’t leave it to chance. They maintain the “bench” of talent, not unlike a baseball team that can’t afford to lose its pitcher. HR does this by identifying high-potential talent and creating programs (e.g., mentorship, executive development) to build their skills for when the time is right.

19. Find External Employee Resources

As your employee population grows, you’ll find they have unique needs. Solving these needs helps retain your employees. They won’t have to leave your company to get their health and family issues solved. What human resources does is monitor employees’ needs, often through feedback sessions, interviews, focus groups, or surveys. Then, they negotiate on behalf of your company to obtain the external resources of most value to your workforce.

Examples of external resources that HR works with to attract and retain staff include:

• Employee assistance programs (EAP): EAPs provide counseling and support.
• Childcare: HR can help employees find childcare; some firms offer it onsite.
• Pet care: Your HR team might offer a pet-friendly work option or puppy daycare.
• Senior care: HR can assist employees in life issues such as finding in-home healthcare.
• Local businesses: Often, local fitness clubs will provide discounts to your employees. The same is true of dry cleaners and florists. HR manages these programs.
• Nonprofits: If your firm wishes to support nonprofit activities, such as adopting a family for Christmas or running a winter coat drive, it’s typically the HR staff who coordinate details.
• Colleges: It’s HR that manages programs like tuition reimbursement for online and local colleges, helping your employees earn degrees or college credit on the job.

20. Coach Executives

Many HR leaders are experts in career coaching, leadership, and executive development. Perhaps you’ve promoted a top-performing call center agent and now need them to build leadership and executive skills. Alternatively, sometimes the skills that got a person promoted are now holding them back. It’s HR that steps in, offering one-on-one peer coaching, mentorship, or advice to individuals and departments.

21. Build Culture

If you’ve ever walked into a business and felt unwelcome, you know how that can damage the company’s reputation. Employee culture starts at the top, with your business vision, mission, and values. Most small business owners hold these ideas in their heads. But as the business grows, it’s important to cascade your cultural expectations across the entire organization. That ensures buy-in.

What human resources does is coach the executive team on how to create a great culture. They provide manager training. Sometimes they’re the ones who document the mission, vision, and values to ensure everyone—from job applicants to recently promoted managers—supports the business goals and helps it to be a great place to work.

HR also monitors what others are saying about what it’s like to work at your company. They check and address Glassdoor and Indeed online review along with conducting exit interviews. They also create employee satisfaction surveys and may be the ones to recommend employee recognition and praise apps. HR owns the monitoring of culture, because data show that happier employees make for happier customers, and happy customers are what help your business grow.

22. Support Organizational Change

How your company manages change and transition can be the difference between your employees adopting new software and complying with new procedural changes or not. What HR does is identify what employees need (e.g., training, help documentation) in order to embrace change. It may be new job aids with tips on how the new software works or the need to provide managers with tools to answer employees’ questions. It might even be a presentation from the CEO over donuts and coffee.

HR staff understand that big changes require buy-in from employees, and that your company initiatives will be more successful when everyone from line staff to the C-suite is on the same page about why change is needed and what’s changing, as well as when and how. HR manages internal communications, stay-bonuses, manager coaching, and feedback surveys, as examples.

What Does Human Resources Do in Corporate Enterprises?

Once a company grows begins to open multiple business units or work locations, its HR needs change. More people equals more complexity. A few HR staffers can’t handle all of the organization’s people needs. In fact, HR in a larger firm may manage labor contracts and work with your attorneys to defend your business from lawsuits.

In addition to the types of work HR does in smaller organizations, here’s what HR does in bigger firms:

23. Design Better Organization Structures

Larger firms often grow through mergers and acquisitions. Perhaps your manufacturing firm or insurance agency is bought or your business chooses to partner with a larger, more prestigious entity. What human resources does in these cases is help design what the new organizational structure will look like. They may help you manage as-is and to-be workflow processes and clarify how job roles and responsibilities will change across the organization.

24. Facilitate Strategic Planning

A mom-and-pop eatery can plan its growth and menu development over dinner. However, once your organization reaches the enterprise level, you’re likely to need to bring all the leadership brains together to determine how best to grow your firm.

What HR does in many organizations is to identify which people need to contribute to avoid groupthink, or they may facilitate strategic planning discussions, gather feedback from all stakeholders, and distill thinking into actionable long- and short-term company goals for executive consideration. The theme is again about “people” alignment, gaining organizational buy-in and making a complex process easier.

25. Serve as Executives Overseeing Functions or Divisions

By the time your organization reaches the level of a corporate enterprise, you’re likely to have multiple teams led by people in HR roles. In fact, you may find HR experts leading your HR Center of Excellence—a centralized call center hub where managers and employees can get HR data, reports, and answers to their questions.

You may even have HR staff leading divisions and functions or nominate a chief people officer to join the C-suite. Below are some of the roles HR experts manage within larger enterprise organizations, either as an executive over these functions or as a member of the executive team overseeing some or all of these departmental activities.

HR leaders in enterprise organizations may manage:

• Recruiting and talent acquisition: All the hiring activities, relocation budget, staffing plans, internships, and external recruiting activities like on-campus hiring fairs.
• Executive compensation programs: Annual budgeting for salary increases and annual updates to pay grades (pay bands and rates).
• Employee health and safety: Examples include OSHA, onsite fitness, and smoking cessation programs.
• Employee benefits and insurance: Health savings accounts and short-term disability as well as mandatory health insurance, FMLA compliance, workers’ comp claims, life insurance, pet insurance, and more.
• Employee training and development: Course development and multimodal delivery such as e-learning, classroom training, online help systems, and tuition reimbursement.
• Employee engagement and diversity: Programs that survey staff, monitor culture, run adverse impact reports, conduct exit interviews, and manage corporate volunteerism.
• Field HR operations: For example, serving as the executive over the HR person who supports sales, the HR person who supports operations, and the HR person who manages all the people stuff in your call centers.

Bottom Line

The Society of Human Resource Management (SHRM) sums it up best. “HR’s job is to help the company achieve its goals.” Those wondering what human resources does or wanting HR certification might sign up with an HR training organization. Managing all 25 of these HR functions often takes more than one person. Growing companies should scale their HR staff as quickly or slightly ahead of growth and expansion activities to ensure all the people tasks are handled.

With all that HR needs to do, a solid option for small businesses is to partner with an HR consulting firm like Bambee to audit HR practices for compliance, provide policies and a handbook, and answer all administrative and strategic HR questions. In fact, unlimited HR consulting starts at just $99 per month. Contact Bambee for a free consultation.

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