Regardless of the size of your business, keeping your employees happy and your business compliant lies in the hands of human resources.
Even if you do not have a human resources (HR) department, HR is at the core of what you do as a business owner. The most common HR functions you’re dealing with are recruiting, training and development, compensation and benefits, safety, employee retention, and compliance.
Jamie Press, SVP of Human Resources at PrimePay, said it best: “Human resources is the connector between business needs and human needs.”
HR is more important than many often realize! Which is why I have decided to break down the most important HR management functions for you – from beginning to end.
Before: Job Description Compliance Checklist
Congrats – you’ve decided to add a new member to your team! To find great talent, you must start with a great job description. Use this checklist as you write:
- Before writing: complete a job analysis.
- Choose a title that grabs attention.
- List out the day-to-day responsibilities.
- Describe how the role fits into your culture and mission.
- Grammar check – again and again.
- Remember: Most are reading this on a mobile device. Does your description read well that way?
- Lastly, tell them how to apply!
BONUS compliance check: Make sure your great description is compliant with the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and Fair Labor Standards Act (FLSA). PrimePay’s latest article on job description compliance can help you in the process.
During: You’ve Hired – Now What?
Give yourself a pat on the back – you found the right employee and they accepted! Now it is time consider next steps including background checks, onboarding, and compliance throughout.
Yay or Nay: Background Check
Did you run a background check on your new team member? It’s an option many businesses face. Completing one will help to avoid any discrimination issues and give you confidence that you’ve hired the right choice.
Time to Onboard
Are you still manually onboarding with tons of paperwork? That’s not always the greatest first impression for a new employee. Consider an online onboarding solution to make less work for you and the employee, ensure compliance, save money, and have more time to engage with your new hire.
Maintain Compliance Throughout Employment
Your employee is ready to work. Now you must ensure HR compliance throughout their employment. If you haven’t already, start familiarizing yourself with common HR terms like Equal Employment Opportunity (EEOC) or COBRA.
Click here for a quick rundown of 26 of the most common works and policies for quick reference.
Making sure you’re up-to-date with the terminology will help identify the most common HR compliance issues in your office, like wage and hour changes, employee benefits, misclassification (W-2 vs. 1099 employees), and more.
After: Employee Changes & the Exit Interview
You will lose a great employee at some point. Things happen, and that’s ok. It is a great opportunity to learn with an exit interview.
These tips will get you the most out of an exit interview:
- Organize an anonymous exit survey to obtain truthful feedback.
- Be positive with the conversation – let the employee know that the information they provide is to make improvements at the company, not get anyone in trouble.
- Follow up; call the termed employee after they leave to learn more about their experience.
Overwhelmed by all of this? It’s ok! There is a lot to know. For more resources or advice, feel free to reach out. I’d be happy to put you in touch with your own certified HR professional, available whenever you need them.
Guest Post by Thomas Mackey
Thomas Mackey, a sales executive at PrimePay, has been working with small businesses for 5 years. He enjoys bringing value to small businesses and helping them achieve their dreams. When not working with local small businesses, CPAs or benefits brokers, you can find Thomas spending time with his wife (Megan) and 8-month old daughter (Hayden).