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How Do I Know When To Hire HR?

How do you know when it's time to hire an HR person? When is the right time to invest in HR support? Read on to find out, pals.

Scenario 1: You, and a few trusted colleagues are doing everything yourselves. No one really has an employment contract, no policies are written down (but they go without saying, right?) and Payroll is managed on the honour system. Likely, you have between 1 - 15 employees.

Possible Solution: You'll want to start laying the foundation for solid, organized HR frameworks. This means getting basic policies in place, establishing employment proposal and agreement templates and implementing a get-it-done-fast Payroll and HR software.

Here are a few tools we would recommend to get you started:

  • User friendly Payroll for small businesses in Canada, check out Wagepoint

    • For lots of simple to use functions that make staying organized easy, we love Bamboo HR which includes basic HRIS functions, as well as an applicant tracking system that makes hiring a breeze. It also has Performance Management, Time Management and Employee Engagement modules for when your People Operations begin to advance

    • For the coolest way to store all of your internal policies and best practices, check out Notion

Scenario 2: You've got the basics handled. You've got an HRIS and Payroll system that keeps things organized and up to date. You're mostly compliant and you've even got a few policies in place. But, your team is growing and there is way more to keep up with, despite having the foundations down. Likely, you have between 16 - 30 employees.

Possible Solution: It's time to start exploring hiring an HR Coordinator or Generalist. Since you have the foundations down, this person will help you stay on top of everything, from getting direct deposit information right, to keeping policies up to date, to resume screening and basic employee relations support. They're going to be critical to having and maintaining great employee experiences and helping you avoid any people issues down the line. If you're hiring in the time of COVID-19, check out The Help List to explore great local talent that have lost their jobs due to the pandemic. Otherwise, we love the Prospect job board for Canadian start ups!

Scenario 3: You want to plan for long term People strategies. Your business is growing and you know that having and maintaining a happy, highly productive workforce is going to continue to drive your organization forward. You have big ideas (or big problems) and know you need HR support to make these dreams a reality for your internal team, or to help you tackle a big issue that has arisen. All that said, you can't quite afford a VP of HR just yet. Your company could be any size, but is likely 75 people or less.

Possible Solution: Hire an HR Consultant. Likely this person has held senior HR positions at big organizations before becoming a consultant, meaning you're going to get experienced, senior guidance without the big salary price tag. Even if you have an HR Coordinator or Generalist on board, an HR consultant will provide them with coaching, mentorship and guidance that they won't be getting in your organization otherwise. They'll also provide you with strategic, high-level support to make long term people solutions come to life, and tailor them specifically to your organizational goals.

Here are some things they could help with:

  • Establishing your company's Purpose, Mission and Core Values

  • Providing expertise regarding complex workplace Employee Relations issues, such as Harassment or Mental Health

  • Implement Performance Management or Evaluation philosophies, frameworks and cycles

  • Provide Compensation Analysis to ensure you're paying people fairly and competitively

  • Conduct Employee Engagement Surveys to see how happy and engaged your workforce is

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