Is Your HR Team Enough or Understaffed?

At the height of the pandemic, healthcare facilities lamented how severely understaffed they were. Other industries also experienced limited employee availability as their team members were either in quarantine or social distancing.

No matter how revolutionary or ingenious a company’s product or service may be, the employees who help realize these offerings are at its core.

Even on a good day, running a business may be stressful, but when staffing levels are low, issues frequently worsen substantially. Your team is forced to take on more work due to the strain you feel.

But one team in your company has always been at the down low.

HR teams are typically small and only consist of a few core individuals, unlike many other organizational groups like sales or engineering.

The question now is, how many HR personnel should your company hire? This is a frequent concern, especially for those looking to bring on board their first HR professional or expand their staff.

In this post, we will help you outline the duties and responsibilities of your HR team as your company expands.

Your HR team in a nutshell

The idea that HR departments exist solely to hire, fire, and pay people is among the most widespread. But that’s a bit far from the truth.

HR teams perform various tasks in the modern workplace, requiring many abilities, including benefits administration, employee advocacy, and designing strategies to support overarching corporate objectives.

Your HR team is crucial, especially if you want to improve employee engagement, define your company culture, and boost business outcomes.

It’s critical to hire an adequate number of HR professionals to guarantee that they can cover all these responsibilities for the employee and the company’s welfare.

Your HR’s many roles

The human resources (HR) staff is in charge of many duties, including hiring and integrating new hires into a business and overseeing payroll and benefits.

However, how big should this team be, mainly if your company is smaller? Or if you’re looking to expand shortly?

The appropriate HR headcount will vary depending on the size and requirements of the firm, which means there is no one size fits all.

However, the best approach is to look at it from an HR perspective—meaning you’ll have to understand their day-to-day operations.

Generally speaking, HR professionals may dabble in the following roles:

1. People Operations

This HR personnel’s responsibilities are centered on people as the key contributors to an organization’s value.

HR procedures, functions, and services must be improved, which is the primary responsibility of people operations leaders, to increase the quality of work and living for their employees.

They may help the company develop a streamlined onboarding procedure and put staff training and professional development programs into place.

2. Office Management

Office managers are multifaceted individuals.

They not only ensure that everything goes smoothly in the workplace but also play a crucial part in acting as an ambassador for the business and an advocate for the employees.

This includes updating company regulations, planning team outings, ensuring staff members are safe and comfortable at work, and much more.

3. Technical Recruiting

A technical recruiter’s responsibility is to fill open technology-based positions, such as engineering, product management, or IT roles.

General recruiters and technical recruiters differ in that the latter typically have their backgrounds in technology, enabling them to better comprehend the organization’s precise demands and the qualifications of the candidate.

4. Employee Experience

These roles are dedicated to developing a compelling and engaging experience for workers to increase employee engagement, retention, productivity, and overall satisfaction. In addition, this position calls for collaboration across many teams to create a smooth experience for employees from when a company hires them until they leave.

Growing your HR team

HR teams are traditionally lean because companies often choose to offer only essential human resource services.

However, because economies of scale favor big enterprises, small businesses still require a greater HR staff-to-employee ratio, even when making cuts.

The Society for Human Resource Management recommends that one HR representative be available for 1-25 employees.

At 26-50 employees, there should be two HR staff.

If you’re expanding and reaching a population of 51-200 workers, note that there should be an HR representative for every 50 employees.

For every 100 employees (assuming you are now at the 201-500 mark), there should be one HR representative.

If you manage to beat the odds and turn your small business into a multinational conglomerate with over 500 workers, you will need one HR representative for every 150 employees.

These projections are based on the size of the human resources division as a share of the entire workforce.

Of course, a company with a more complex organizational structure could require a more extensive HR department than the recommended size to manage all HR tasks efficiently.

How Hezum can help minimize your HR costs

In an ideal world, you’ll be able to hire HR professionals to help you grow your business without worrying about extra costs like salaries, benefits, and office resources.

The majority of these are made up of salary and perks. You may cut these expenditures by strategically selecting candidates and providing attractive compensation and bonuses.

By ensuring that staff members receive the appropriate training and have the chance to advance their abilities, you can control the costs associated with training and development.

You can also reduce compliance expenses by ensuring that all HR policies and procedures are compliant by remaining up to speed on employment legislation.

But do you know what will ensure you won’t add to your HR’s burden? Utilizing a complete comprehensive HR solution like Hezum.

Hezum helps your HR team by automating and streamlining the following tasks:

1. Onboarding

A new hire is a wonderful addition to the team, but your HR staff is responsible for keeping the newbie up to speed with everything about your company.

Onboarding takes time and may consume a significant amount of your HR’s schedule.

With Hezum, your HR staff can streamline the process, which minimizes back-and-forths and unnecessary paperwork.

2. Time Off Management

Hezum enables HR and employees to connect to the system for a more streamlined vacation and other leave scheduling.

3. Communication

Hezum also promotes transparency with a company directory, database, and online bulletin platform that ensures all employees are updated.

To summarize

Talented HR professionals are vital to keeping your business going and growing.

With HR solutions like Hezum, give back time to your HR personnel which will allow them to focus their efforts on the most critical aspects of your business—culture-building and employee welfare.

Want to learn more about Hezum’s solutions? visit the website today.