Welcome! Join us as we dive into the dynamic and crucial, yet often misunderstood and barely tolerated world of human resources (HR).

LONE RANGER

HOW can you, as an HR department of one (or two), support your company’s strategic goals while keeping up with the administrative functions and day-to-day demands?

HR has, undoubtedly, a challenging and ever-changing role in any HR department, especially in the last few years, and it can be particularly difficult for those who are a department of one (or two).

As an HR lone ranger you are somehow expected to do it all, and do it all now!

A FEW SANITY-SAVING TIPS

How do you support business strategy when there is a never-ending press of routine HR activities that don’t seem to allow much time for strategic thinking and planning?

With everybody constantly tugging at you, how can you effectively serve the people you’re called to support without losing your cool?

It will all undoubtedly depend on the dynamics and the priorities of your company; however, here are a few things to consider that could help you manage your time and priorities.

Tip #1

Automation. A Human Resource Information System (HRIS) is an investment but there are many areas of the job that can be streamlined with the support of technology.

Consider moving away from paper for activities such as onboarding, performance reviews, creating and maintaining team member files, reporting, to name a few.

This will help to free up some of your time so that you can come out of the weeds (at least occasionally) and be present and available for critical business conversations and decision-making.

Tip #2

Boundaries. Easier said than done, but have a short-term and a long-term strategy for how you are going to function so that you keep your head above water.

While you have to maintain flexibility and the unexpected will always happen, you cannot allow your days to be constantly dictated by everybody else.

Tip #3

Support. Pull on outside (and internal) resources for additional support — when needed.

It will very often come down to finances, however, it is important to weigh the cost of engaging an expert as opposed to tackling some things yourself. For example, it may be best to seek legal counsel on a critical labour related matter that could result in significant costs to the company if you misstep with a poor or uninformed decision.

Build relationships with other HR professionals off whom you can bounce ideas and from whom you can get advice, all while protecting confidentiality of course.

HRMAJ (the Human Resource Management Association of Jamaica) and SHRM (Society for Human Resource Management) are also great resources. Consider membership.

Tip #4

Lead the charge to create an environment where your team members feel valued and challenged in their work, and where they have opportunities for learning and growth.

This is in an effort to improve engagement and retention and reduce turnover and is therefore an all-inclusive management approach — not an HR solo activity.

This could then mean that less time is spent on recruiting, onboarding, training, terminating and so on, so that you have more time to focus on higher-level activities that support the business at a strategic level.

DON’T EVER FORGET

Mostly importantly, as an HR department of one (or two), when you’re overwhelmed and feel like you’re sinking, as you often will, don’t be afraid to pause, take a step back and regroup.

Take care of yourself mentally and physically. Find ways to vent your frustrations constructively and create support systems.

You can’t pour from an empty cup.

Talk more soon,

Carolyn.

My name is Carolyn Bolt. HR happened upon me seven years ago, and there has been no turning back from this challenging, critical, very rewarding and often frustrating matter of people since then. Reach me at peoplematter.s21@gmail.com.