In many small companies, HR tasks are handled by the CEO or other departments. Over time, this can lead to:
- Legal non-compliance due to misinterpretation of labor laws, which can lead to penalties, litigation, or even criminal convictions
- Recruitment mistakes, resulting in direct costs (e.g. severance, legal fees, onboarding) and indirect ones like productivity loss, team disruption, or damaged morale
- Overloaded teams, pulled away from their core responsibilities to handle HR tasks
- Confusion in roles and decisions, hindering effective leadership and strategy execution
- Communication breakdowns and weak top-down/bottom-up flows, leading to disengagement and inefficiency
- Health, safety, and reputation risks due to lack of clear processes or resources
The added value of an HR professional
An experienced HR Manager brings more than just compliance. They can:
- Support strategic alignment, helping management clarify goals and communicate them effectively
- Mentor first-line managers, turning HR tools (appraisals, salary reviews, etc.) into levers for development and performance
- Strengthen recruitment, using workforce planning, employer branding, and digital tools to attract and retain the right talent
Not sure which HR profile you need?
If your business is growing but you’re unsure what HR role fits best, calling for an interim HR manager before bringing someone in-house is the ideal solution.
The interim HR manager will:
- Quickly address pressing HR matters
- Understand your organization and its culture
- Define the right HR position and assist in recruitment
- Ensure smooth onboarding, skills transfer, and continuity
Think of HR as an investment – not a cost. Done right, it drives performance, reduces risk, and sets the stage for growth.
