10 Ways To Get HR Help For Your Small Business

Running a growing small business is an exercise in balance. One minute you’re onboarding a promising new hire; the next, you’re knee-deep in compliance questions or fielding concerns about benefits. HR doesn’t just live in the background—it shapes your culture, keeps you protected from costly mistakes, and directly impacts your ability to attract and retain the right people. Yet, for most small business leaders, managing HR often means juggling responsibilities you never signed up for, all while trying to move your company forward.

The stakes are real: a single compliance slip can trigger expensive fines, turnover can drain momentum, and each hour spent wrestling with paperwork is an hour you’re not leading your team. If you’ve felt that HR is eating up precious time or keeping you up at night, you’re not alone—and you don’t have to solve it all yourself.

This article lays out 10 actionable ways to get real HR help for your small business. Whether you need a plug-and-play policy template, targeted expertise for a complex project, or a true HR partner to guide your growth, you’ll find practical options here—complete with pros, cons, and steps to get started. No jargon, no fluff—just a clear path to reclaim your focus and protect your business.

Ready to see what HR support could look like for you? Here are 10 ways to get the help your small business needs.

1. Outsource HR to Soteria HR for Hands-On, Scalable Support

Outsourcing your HR to a partner who feels like part of the team can be a game-changer—especially when the alternative is trying to build an HR department from scratch. For small to mid-sized businesses (10–250 employees), Soteria HR offers an “embedded partner” model: seasoned professionals who understand your growth challenges, speak your language, and deliver everything from daily administration to strategic guidance. No bureaucratic jargon, no one-size-fits-all solutions—just an HR function ready when and how you need it.

Choosing Soteria HR means you’re not simply hiring a vendor; you’re gaining a dedicated extension of your leadership team. They watch your back on compliance, craft custom playbooks that fit your culture, and free you from the day-to-day HR grind so you can focus on scaling your business. It’s hands-on, proactive support designed to grow with you.

1.1 Why Soteria HR Is Tailored for Growing Small Businesses

Soteria HR’s services rest on a foundation of core pillars built specifically for companies without a full-time HR department:

• Full-Service HR Administration – From onboarding checklists to offboarding exit interviews, every step is handled.
• On-Demand Strategic Consulting – Need guidance on performance management or a complicated employee matter? HR experts are just a call away.
• Benefits Management – Competitive, cost-effective benefits packages that help you attract and retain talent.
• Compliance & Risk Management – Keeping up with ever-changing federal, state, and local employment laws so you don’t have to worry.
• Proactive HR Leadership – Regular check-ins, policy reviews, and early warnings on potential issues.
• Custom HR Playbooks – Tailored plans aligned with your business goals and culture.
• Employee Handbook Creation & Updates – Clear, compliant policies that reflect how you actually work.
• Recruiting & Hiring Support – Streamlined processes to fill roles faster and improve long-term fit.
• Payroll Coordination – Seamless integration with your payroll systems for accurate, on-time pay.

These pillars translate directly to real ROI. Clients report sleeping better at night, cutting HR-related headaches, and investing that time back into growth initiatives.

1.2 Proven Impact: Hidden Benefits of Outsourcing HR

Beyond the obvious perks of offloading HR tasks, here are five lesser-known advantages of partnering with Soteria HR:

1. Leadership Bandwidth – Leaders focus on core business, not chasing paperwork.
2. Built-In HR Expertise – A team of specialists on tap, no hiring or training required.
3. Better Engagement & Onboarding – Structured processes that help new hires hit the ground running.
4. Guaranteed Compliance – Auditable trails and best-practice policies that reduce legal exposure.
5. Scalable Solutions – Services flex up or down as your headcount and needs evolve.

One client saw a 35% drop in turnover and a measurable uptick in team satisfaction within just six months of outsourcing. For more on these hidden benefits, check out Soteria’s deep dive at Outsourcing HR: 5 Hidden Benefits.

1.3 Cost-Effective Alternative to In-House HR

Hiring a full HR team doesn’t come cheap. Consider the annual salaries (not including taxes, benefits, and office overhead) for just three roles:

• HR Manager: $80K–$100K
• Payroll Specialist: $50K–$70K
• Benefits Administrator: $60K–$80K

That’s easily $190K+ before you factor in health insurance, training, recruiting costs, and workspace. By contrast, Soteria HR offers predictable, budget-friendly pricing and no hidden overhead. You get access to seasoned HR professionals, proactive leadership, and scalable support—without the hiring headaches. Unsure whether to outsource or build internally? Our guide on making the right choice can help: Outsource HR or Scale Your HR Team.

2. Hire an Independent HR Consultant for Targeted Expertise

Sometimes you need a specialist to tackle a one-off project or fill a gap in your HR capabilities without the commitment of a full-service partnership. Independent HR consultants can step in with deep experience, plug directly into your team, and deliver focused results—whether you’re overhauling your employee handbook, building a performance‐management framework, or running a compensation study. By engaging a consultant on an hourly, project, or retainer basis, you pay only for the expertise you need, when you need it.

2.1 When to Engage a Freelance HR Consultant

There are clear signals that a freelance HR consultant is the right call:

• Compliance audit on the horizon: A sudden government inspection or internal audit may require expert guidance to review policies, ensure proper record‐keeping, and close any legal gaps.
• Rapid hiring phase: Scaling from 10 to 50 employees in months means you need efficient processes—handbooks, job descriptions, onboarding checklists—that won’t slow down your recruiters.
• Policy or handbook overhaul: If your employee handbook is outdated, inconsistent, or missing key state‐specific rules, a consultant can rewrite it quickly and accurately.
• Merger, acquisition, or restructure: Merging teams or changing org charts brings complex HR work—consultants help align job levels, benefits, and performance frameworks across groups.
• Special investigations: Sensitive employee relations issues (harassment claims, disciplinary matters) demand confidentiality and a neutral, seasoned investigator.

When one of these triggers hits, a consultant brings a nimble, expert-driven approach that keeps your project on track and your business protected.

2.2 Tasks and Deliverables to Expect

Independent HR consultants typically offer fixed-scope packages or hourly work tied to clear outputs. Common deliverables include:

• Employee handbook Drafts: Fully customized handbooks with state- and industry-specific policies, acknowledgment workflows, and embedded compliance checkpoints.
• FLSA Compliance Reviews: Analysis of exempt vs. non-exempt classifications, pay‐structure recommendations, and gap remediation plans.
• Job Description Library: Professionally written job profiles with core competencies, salary ranges, and performance criteria—ready for posting and performance reviews.
• Compensation Benchmarking Report: Market salary survey, internal equity analysis, and recommendations for pay bands or bonus structures.
• Training Modules: Slide decks, facilitator guides, and participant materials on topics like anti-harassment, performance coaching, or leadership skills.
• Performance Management Framework: Goal-setting templates, review calendars, calibration guidelines, and manager-employee feedback tools.

By defining deliverables up front, you’ll control scope, timeline, and budget—and ensure you walk away with exactly what your business needs.

2.3 Creating a Selection Framework with a Provider Comparison Matrix

Choosing the right consultant is as important as the project itself. A simple comparison matrix brings transparency and objectivity to the process:

1. Define your criteria: Typical factors include subject-matter expertise, responsiveness, cost structure (hourly vs. project fee), past track record, and cultural fit.
2. Assign weights: Prioritize what matters most—40% for compliance expertise, 25% for cost, 20% for responsiveness, 15% for client references, for example.
3. Score each candidate: Rate consultants on each criterion (e.g., 1–5 scale) and calculate weighted totals.
4. Pilot on a small project: Before committing to a larger engagement, run a brief “discovery” or mini-audit to see how they work in practice.
5. Make the final call: Review pilot results, stakeholder feedback, and your matrix scores to select the consultant who delivers the best mix of quality, speed, and value.

Ready to see a sample evaluation template? Check out Soteria’s Outsourced HR Consulting Evaluation Matrix to get started.

3. Partner with a Professional Employer Organization (PEO)

If you’re looking for a hands-off way to outsource core HR functions—while still calling the shots on day-to-day operations—a Professional Employer Organization (PEO) can be a powerful option. In a PEO arrangement, you share employer responsibilities with the PEO: they handle payroll, benefits, and HR compliance, and you focus on supervising your team and growing your business.

3.1 Understanding the PEO Co-Employment Model

At its core, a PEO is a co-employment relationship. Here’s how it typically works:

• The PEO becomes the “employer of record” for tax and benefits purposes, handling payroll tax filings, workers’ compensation insurance, and benefits procurement.
• You retain control over hiring, performance management, and day-to-day supervision of your staff.
• Employment paperwork, from onboarding forms to benefits enrollment, passes through the PEO’s system—simplifying administration.
• The PEO negotiates with insurance carriers and government agencies on your behalf, often unlocking rates and services unavailable to small businesses on their own.

This shared-responsibility model lets you delegate the heavy lifting of HR compliance and benefits administration, without relinquishing your leadership role.

3.2 Benefits and Cost Considerations

A PEO can deliver several key advantages, especially for businesses that want enterprise-grade support at a small-business scale:

• Access to competitive, employer-sponsored benefits plans (medical, dental, vision, retirement) that normally require hundreds of employees to qualify.
• Centralized payroll processing and unified tax filings, reducing the risk of mistakes and late penalties.
• Workers’ compensation administration, including claims handling and loss control resources.
• OSHA and workplace safety guidance, along with HR policy templates and training.
• Risk-transfer features, as some liabilities shift from your PEO partner to the insurance carriers they manage.

On pricing, PEO fees generally fall into two camps:

• A percentage of total payroll, typically 2%–6% (depending on your industry, headcount, and service level).
• A per-employee monthly rate in the range of $50–$150 (again varying by benefits chosen and the PEO’s scale).

Factor in both your current payroll spend and your expected growth to estimate the total investment—and compare it against the cost of hiring a full in-house HR team.

3.3 Selecting a PEO Provider

Not all PEOs are created equal. When evaluating options, consider these selection criteria:

• Certification and accreditation: Look for IRS- and ESAC-certified PEOs to ensure compliance and financial stability.
• Pricing transparency: Choose a provider that publishes clear fee schedules or will share detailed quotes without hidden add-ons.
• Service breadth: Confirm they offer the benefits and compliance support you need (and check if global payroll or Employer of Record services are available, if relevant).
• Technology integrations: Ensure the PEO’s platform connects smoothly with your accounting, time-tracking, or project management tools.
• Customer support: Ask about dedicated account managers, response SLAs, and the PEO’s track record with companies similar to yours.

Well-known PEO examples to explore include ADP TotalSource, Justworks, and Rippling—each with its own mix of benefits, platform features, and pricing models. Evaluate demos, read peer reviews, and request references to find the partner that best aligns with your culture, budget, and growth plans.

4. Use an Administrative Services Only (ASO) Model for Flexible HR Support

If you need targeted HR help for small business without surrendering your employer-of-record status, an Administrative Services Only (ASO) arrangement can be the sweet spot. With ASO, you outsource discrete functions—like payroll, benefits administration, or compliance—while retaining full control over hiring, performance management, and day-to-day supervision. Think of it as an à la carte HR menu: you pick the services you need and manage the rest in-house.

4.1 ASO vs PEO: Key Differences and Use Cases

An ASO partnership differs from a Professional Employer Organization (PEO) in a few critical ways:

• Employer status:
  • ASO leaves you as the sole employer of record, responsible for payroll tax filings and liabilities.
  • PEO enters a co-employment relationship, sharing those responsibilities (and some legal risk).

• Service scope:
  • ASO providers let you choose specific services—payroll, benefits admin, time tracking—on a fee-per-service basis.
  • PEOs bundle a broad suite of HR, benefits, and compliance functions for a single bundled rate.

• Flexibility and control:
  • With ASO, you pay only for what you need, switch providers easily, and maintain your existing benefit plans.
  • PEOs often require an all-in package, which can lock you into their benefits and systems.

If you’re comfortable handling most HR strategy and employee relations in-house but just need help running payroll, administering workers’ comp, or updating your handbook, an ASO might be the right fit. For more on whether outsourcing is the right move, see our guide on HR advice for small businesses.

4.2 Core ASO Services to Consider

When you shop for ASO support, here are the most common offerings to evaluate:

• Payroll coordination and tax filings
• Benefits administration support (enrollment, carrier communications)
• Workers’ compensation insurance management
• PTO and leave tracking (including FMLA administration)
• Employee handbook creation and policy updates
• Background checks and I-9 compliance
• Time & attendance system setup and maintenance
• Customized reporting and analytics for payroll and benefits

You can mix and match these services to fill gaps in your internal team—no need to buy features you won’t use.

4.3 Pros and Cons of Going ASO

Pros:

• You remain the sole employer of record and retain legal control.
• Pick only the services you need—streamlined and cost-efficient.
• Easier to switch providers or bring functions back in-house.
• You can keep your existing benefit carriers and policies.

Cons:

• You carry full liability for payroll taxes, claims, and compliance.
• Fees are often per service or per employee, which can add up if you need multiple modules.
• Juggling multiple vendors (payroll, benefits, time tracking) can create integration challenges.
• You may still need internal HR expertise to manage vendor relationships and interpret reports.

An ASO model strikes a balance between DIY HR and a full PEO co-employment setup. By outsourcing discrete services, you free up time and reduce administrative overhead—while keeping strategic control firmly in your own hands.

5. Implement All-in-One HR Software to Automate Routine Tasks

If you’re not quite ready to hand off HR to an outside partner but your spreadsheets and sticky notes aren’t cutting it anymore, an all-in-one HR platform can bridge the gap. These integrated systems sit between basic templates and full-service outsourcing, combining core HR, payroll, benefits, and talent tools in one place. With the right solution, you’ll streamline repetitive tasks, reduce data entry errors, and free up valuable hours that you can invest back into growing your business.

Modern HR software comes in different flavors, so it pays to know what each category offers and which features will actually move the needle for your team. Below, we break down the main types of systems, must-have capabilities for a small business, and a step-by-step approach to choosing the right one.

5.1 Types of HR Software: HRIS, HCM, and HRMS

At a high level, most platforms fall into three buckets:

• HRIS (Human Resources Information System):
Focuses on storing and managing employee data (personal info, job history, org charts). Good for tracking headcount, compliance documents, and basic reporting.

• HCM (Human Capital Management):
Builds on an HRIS by adding talent management modules—applicant tracking, performance reviews, learning management, and succession planning. Ideal when you’re actively hiring, evaluating, and developing people.

• HRMS (Human Resource Management System):
The broadest category, bundling HRIS and HCM with payroll, time & attendance, benefits administration, and more. One-stop shops for companies that want to automate as many HR processes as possible.

For a small business with under 100 employees, an HRIS might suffice if your main need is a centralized record-keeping system. Once you start hiring at scale or your leadership team wants richer analytics on performance and recruiting, you’ll likely gravitate toward HCM or full HRMS offerings.

5.2 Must-Have Features for Small Business HR

Not all HR software is created equal. When evaluating options, make sure your shortlist covers these essentials:

• Payroll Processing: Integrated pay runs, tax withholdings, and direct deposit that sync with your time-tracking data.
• Benefits Administration: Employee self-service portals for open enrollment, plan comparisons, and dependent management.
• Compliance Alerts: Automated notifications for upcoming deadlines (COBRA, ACA, state filings) and embedded audit trails.
• Applicant Tracking System (ATS): Job posting distribution, candidate screening, interview scheduling, and offer letters—all in one workflow.
• Performance Review Workflows: Customizable templates, goal-setting tools, and reminder scheduling to keep reviews on track.
• Reporting & Analytics: Pre-built dashboards for headcount, turnover, and hiring metrics, plus ad-hoc report builders.
• Mobile Self-Service: A responsive app or mobile portal so employees can view pay stubs, request time off, and update personal details on the go.

If a platform misses more than one of these, you’ll end up juggling third-party tools or manual workarounds—and that defeats the purpose of getting software in the first place.

5.3 How to Select the Right HR Software

Choosing an HR system doesn’t have to be an all-day marathon. Follow these steps:

1. Audit Your Current Processes: Document where HR tasks take the most time—payroll errors, benefits questions, recruiting bottlenecks.
2. Map Required Features: Prioritize the checklist above against your pain points (e.g., “ATS is critical,” “we can delay mobile access”).
3. Compare Usability & Support: Request demos and trial accounts. Observe how intuitive the interface is, and ask about onboarding resources and customer-support SLAs.
4. Check Security & Compliance: Look for SOC 2 or ISO 27001 certification, data encryption, and built-in compliance frameworks for federal and state regulations.
5. Pilot with Real Data: Load a handful of employee records, run a test pay cycle or a sample recruitment drive, and gather feedback from end users.

Once you’ve validated your top contender, negotiate contract terms focused on scalability and clear exit clauses. If you’d like a deeper walkthrough of this process, check out our software selection guide.

6. Set Up a Provider Comparison Matrix Before Choosing an HR Partner

With so many options—consultants, PEOs, ASOs, and software—you need a clear, objective way to compare apples to apples. A simple comparison matrix helps turn gut calls into data-driven decisions, so you can secure the right HR help for small business without second-guessing. By laying out your must-haves and scoring each provider against the same criteria, you’ll spot the strengths, trade-offs, and best overall value at a glance.

6.1 Defining Your Evaluation Criteria

Start by listing the factors that matter most to your company:

• Cost Efficiency: monthly fees, per-employee rates, implementation fees
• Service Breadth: range of HR functions covered (payroll, benefits, recruiting, compliance)
• Compliance Capabilities: expertise in federal/state labor laws, audit support, template quality
• Technology & Integrations: ease of connecting to your accounting, time-tracking, or project tools
• Cultural Fit: communication style, responsiveness, and how well the provider aligns with your values
• Responsiveness: SLA commitments, dedicated account manager, average response times
• Scalability: ability to add/remove services, grow with headcount, or shift between ASO and PEO, for example

Put each criterion in its own column of a spreadsheet. This ensures you evaluate every provider on the same yardstick.

6.2 Building and Weighting a Scoring System

Not all criteria are created equal. Here’s how to make sure your matrix reflects your priorities:

1. Assign a weight to each criterion—percentages that add up to 100%.
   • Example: Compliance (30%), Cost (25%), Tech & Integrations (20%), Service Breadth (15%), Cultural Fit (10%).
2. Rate each provider on a scale (e.g., 1–5) under every category.
3. Multiply the score by its weight to get a weighted value.
4. Sum the weighted values for an overall provider score.

Using a shared Google Sheet or Excel file makes scoring transparent. Everyone on your team—from the CEO to the office manager—can see how each service stacks up.

6.3 Piloting Providers and Making the Final Selection

A matrix narrows your list, but a live trial reveals the true fit. Aim for a 30–60-day pilot with one or two top contenders:

• Monitor key metrics: error rates in payroll, time saved on administrative tasks, ticket response times, and employee satisfaction with new processes.
• Collect feedback from leadership and frontline users: does the service feel proactive? Are support requests handled promptly?
• Compare pilot data against your matrix scores to confirm your choice.

Once you’ve weighed quantitative results and qualitative impressions, you’ll have the confidence to sign on the dotted line. A structured comparison—and a real-world test—takes the guesswork out of selecting the perfect HR partner for your small business.

7. Leverage Free Government Resources for HR Compliance

You don’t have to reinvent the wheel—or pay for every form, policy, or guide—when federal and state agencies offer no-cost resources to help small businesses stay on the right side of the law. These tools cover the essentials: worker classification, anti-discrimination rules, wage and hour requirements, safety standards, and more. Bookmark the key publications below and build them into your HR playbook to reduce risk without breaking your budget.

7.1 Worker Classification Guidance (IRS Publication 15-A)

Misclassifying employees as independent contractors can trigger steep back-tax liabilities, penalties, and interest. The IRS sets out a clear framework in Publication 15-A for determining whether a worker is an employee or contractor. It lays out the three-pronged common-law test:

• Behavioral control: Who directs when, where, and how the work is done?
• Financial control: Who handles business expenses, investments, and opportunity for profit or loss?
• Type of relationship: Are there written contracts, benefits, or ongoing services that suggest an employment relationship?

If you’re uncertain about your classifications, consider the IRS’s Voluntary Classification Settlement Program (VCSP). Qualifying employers can reclassify workers and pay a reduced share of employment taxes without facing full penalties. Dive into all the details in IRS Publication 15-A.

7.2 Anti-Discrimination Requirements (EEOC Small Business Compliance Manual)

Even if you have fewer than 100 employees, federal civil-rights laws still apply once you hit certain thresholds. The EEOC’s Small Business Compliance Manual breaks down:

• Coverage thresholds: Title VII, ADA, and ADEA protections kick in at 15+ employees; equal pay rules under the EPA apply at any size.
• Posting obligations: Required workplace notices on employee rights under federal laws.
• Record-keeping: Personnel and payroll records you must retain for EEOC compliance, including demographic data for certain reporting.
• Reasonable accommodations: How to handle requests under the ADA and Pregnancy Discrimination Act.

Download the EEOC Small Business Compliance Manual to make sure your policies, job postings, and internal processes meet federal anti-discrimination standards.

7.3 Additional Federal and State HR Resources

Beyond IRS and EEOC guidance, several other agencies provide free templates, checklists, and expert advice:

• Department of Labor (DOL): Wage & Hour Division publications on minimum wage, overtime, child labor, and FMLA. Visit dol.gov/agencies/whd for fact sheets and posters.
• Occupational Safety and Health Administration (OSHA): Safety standards, inspection checklists, and training resources at osha.gov.
• State labor agencies: Every state publishes its own wage-hour laws, leave mandates, and posting requirements—check your state’s labor department website for local guides and forms.
• Federal and state template libraries: Many agencies offer free, downloadable handbook templates, job application forms, and incident-reporting logs. Incorporate these directly into your HR playbook to maintain up-to-date compliance.

By leaning on these no-cost, authoritative resources, you’ll build a solid compliance foundation without adding consultants or software—freeing you to focus on growing your team and your business.

8. Tap Local Small Business Support Organizations

You don’t have to look far to find low- or no-cost HR expertise—many communities host programs designed to help small businesses tackle HR, compliance, and growth challenges. Local support organizations connect you with seasoned advisors, practical workshops, and peer networks so you can get hands-on guidance without a hefty price tag. Here are three community resources to explore:

8.1 Small Business Development Centers (SBDCs)

Small Business Development Centers (SBDCs) are typically funded through the U.S. Small Business Administration and housed at community colleges or state universities. These centers offer free, confidential one-on-one consulting on core HR topics—from creating an employee handbook to understanding wage and hour laws. Their advisors are often former HR professionals or small-business owners who know the hurdles you face.

Beyond personalized coaching, SBDCs run workshops on recruiting best practices, diversity and inclusion, and performance management. They also help you navigate local and federal funding programs, which can free up budget to invest in HR tools or training. Many SBDCs maintain libraries of template policies, compliance checklists, and sample form packets ready to download or customize.

8.2 SCORE Mentoring and Workshops

SCORE is a nationwide network of volunteer mentors—many of whom have decades of HR, operations, and leadership experience. Signing up for SCORE pairs you with a mentor who can review your hiring processes, advise on employee relations issues, or walk you through risk-management strategies. Those relationships are entirely free.

In addition to one-on-one sessions, SCORE chapters host webinars and in-person workshops on topics like compensation benchmarking, onboarding best practices, and workplace investigations. They also provide a growing library of downloadable templates—job descriptions, organizational charts, probationary review forms—that you can adapt to your business. If you need quick, practical answers or a sounding board for a sticky HR problem, SCORE mentors are just an email away.

8.3 Chamber of Commerce and Industry Associations

Your local Chamber of Commerce and industry-specific associations can be a rich source of HR insight. Chambers often organize HR bootcamps, roundtables, and panel discussions where small-business peers swap experiences, compare vendor referrals, and share success stories. These events are a great way to crowdsource recommendations for payroll providers, benefits brokers, or local labor attorneys.

Many trade associations also maintain member-only resources—benchmarking surveys, legal updates, compliance toolkits—tailored to your sector’s regulations. By joining a chamber or association, you’ll gain access to curated content and networking opportunities that help you stay on top of shifting employment laws, build a local support network, and discover vetted service providers recommended by businesses like yours.

9. Invest in HR Training and Certifications for Your Team

Empowering your own team with HR knowledge can pay dividends: they’ll spot issues before they balloon, handle routine tasks confidently, and free you up for strategic priorities. Investing in training and certifications doesn’t mean building a full HR department overnight. Instead, you equip office managers, operations leads, or aspiring HR generalists with the skills they need—strengthening your internal HR backbone and reducing reliance on external vendors.

9.1 Identifying Key HR Competencies to Develop

Start by mapping out the areas where your team needs the most lift. Common HR competencies that move the needle for growing small businesses include:

• Compliance & Risk Management: Understanding employment laws, wage and hour rules, and record-keeping best practices.
• Performance Management: Crafting evaluation frameworks, coaching managers, and delivering feedback.
• Employee Relations: Mediating conflicts, conducting investigations, and managing terminations.
• Benefits Administration: Processing enrollments, handling carrier communications, and tracking leave under FMLA or ADA.
• Recruiting & Onboarding: Writing effective job descriptions, screening candidates, and creating structured new-hire experiences.

Review your current pain points—be it uncertainty around FLSA exemptions, inconsistent onboarding, or a spike in employee grievances. Those gaps will guide which competencies you target first.

9.2 Recommended Training Providers and Certifications

A mix of formal certification and bite-sized online courses can create a robust learning path:

• SHRM-CP / SHRM-SCP (Society for Human Resource Management): Industry-standard credentials focusing on strategic HR leadership and compliance.

  • Time commitment: 3–6 months of self-study
  • Cost: $300–$400 exam fee + $100 annual membership

• PHR / SPHR (HRCI’s Professional in Human Resources): Emphasizes foundational HR practices (PHR) and senior-level strategy (SPHR).

  • Time commitment: 2–4 months
  • Cost: $395 per exam + optional $100 prep courses

• LinkedIn Learning: Short courses on recruitment, employment law essentials, and HR analytics.

  • Time commitment: 1–5 hours per course
  • Cost: $30/month (unlimited library access)

• Coursera & Udemy: Affordable modules on topics like performance management frameworks, FMLA compliance, and diversity training.

  • Time commitment: Varies (2–20 hours per course)
  • Cost: $20–$80 per course

• Local workshops & webinars (SHRM chapters, state HR associations, community colleges): In-person or virtual sessions on niche topics—ideal for networking and region-specific law updates.

By blending a core certification (e.g., SHRM-CP) with on-demand learning (LinkedIn Learning, Udemy), your team gains both deep expertise and practical tactics for day-to-day HR operations.

9.3 Building an Ongoing Learning Culture

Training shouldn’t be a one-and-done checkbox. Foster a culture where HR learning is continuous:

• Set Annual Development Plans: Incorporate HR competencies into performance goals and track progress quarterly.
• Allocate Budgeted Time & Dollars: Dedicate a monthly “learning hour” and a per-employee training stipend (e.g., $500/year).
• Host Knowledge-Share Sessions: Encourage team members to present key takeaways from courses, workshops, or certification studies.
• Leverage Internal Mentorship: Pair less experienced staff with HR-certified colleagues or external mentors for real-world application.
• Measure Impact: Track metrics like compliance incidents, time to fill open roles, and quality of onboarding feedback to demonstrate ROI.

When you prioritize HR training and certifications, you’re not just investing in skills—you’re strengthening your internal HR muscle, reducing compliance risk, and positioning your small business for scalable growth.

10. Designate an Internal HR Generalist or Develop Your Own HR Playbook

Sometimes the simplest route is to empower someone on your team to own HR—or to build a DIY playbook that lays out every process. This approach won’t replace a full-service partner or enterprise software, but it can bridge the gap when budget or timing doesn’t allow a bigger investment. By naming an internal HR lead and giving them the tools to document policies and procedures, you’ll create clarity for everyone on the team and reduce the chance that critical steps fall through the cracks.

10.1 Assigning HR Responsibilities Internally

If you’re not ready to hire dedicated HR staff, look within your existing ranks. An Office Manager, Office Administrator, or Operations Lead who already wears multiple hats can often absorb core HR tasks. Here’s how to set them up for success:

• Define clear responsibilities: onboarding paperwork, offboarding checklists, maintaining employee files, benefits enrollment coordination, and basic compliance tracking.
• Block regular “HR hours” on their calendar so these duties don’t compete with urgent fire drills.
• Provide access to shared drives or an HR folder in your document management system—so every policy, form, and record has a single, up-to-date home.
• Offer guidance and mentorship: connect your internal HR lead to online communities, local SHRM chapters, or SCORE mentors who can answer questions as they arise.

With a named owner, HR activities get done reliably—and your leadership team knows exactly who to turn to when questions come up.

10.2 Crafting HR Policies and Playbooks

Having someone in charge is only half the battle. You also need a living document—a playbook—that spells out every step and policy. Here’s a straightforward way to build it:

1. Gather free templates. Start with government or nonprofit sources (federal/state labor agencies, SCORE, SBDCs) for handbook, job description, and disciplinary-policy templates.
2. Customize to your culture. Rewrite sections in your voice: replace legalese with straightforward language and weave in examples that reflect how your team works.
3. Map your workflows. Create checklists or flowcharts for common processes—hiring, performance reviews, leave requests, terminations—so even a new manager can follow the steps.
4. Involve legal counsel. A one-time review by an employment attorney ensures your policies comply with federal and state laws and catch any blind spots.

By modularizing the playbook—policies in one section, workflows in another—you’ll make updates painless and give everyone a clear reference point.

10.3 Maintaining and Updating Your HR Playbook

An HR playbook only works if it stays current. To prevent it from gathering dust:

• Schedule an annual review. Put a calendar reminder on your internal HR lead’s schedule to audit policies, forms, and procedures each year.
• Track legislative changes. Subscribe to state labor-law newsletters or follow your state’s department of labor for alerts—you’ll know when to tweak sick-leave rules, exempt classifications, or posting requirements.
• Collect employee feedback. Send a short pulse survey after onboarding or exit interviews to spot any confusing steps or missing information in your playbook.
• Use version control. Maintain a change log or “revision history” page in your document so it’s clear what changed, why, and when—helping with audits and ensuring everyone references the right version.

With a designated generalist and a well-maintained playbook, your small business can handle HR consistently—buying time to grow into more advanced solutions when the moment is right.

Moving Forward with Your HR Strategy

You’ve just explored 10 concrete ways to strengthen your HR function—everything from no-cost government resources and local mentors to full-service outsourcing with Soteria HR. Each approach plays a different role:

• DIY options like internal playbooks and free templates help you get immediate compliance relief.
• Plug-and-play solutions like HR software or ASO let you automate routine tasks without changing your employer-of-record status.
• Project-based experts and PEOs give you deep or end-to-end support when you’re ready to hand off risk and scale fast.
• Community resources and training programs build internal muscle so your team can spot issues early and handle them confidently.

There’s no one-size-fits-all answer—your ideal mix depends on budget, headcount, and how quickly you need relief. The key is to start small and build momentum. Pick one or two tactics today—run that compliance checklist, pilot an HRIS, or schedule a discovery call with an expert. As you tick off quick wins, you’ll free up leadership time and gain the confidence to tackle bigger HR challenges.

When you’re ready for a partner who can flex with your growth, Soteria HR’s homepage is just a click away. Let us handle the HR heavy lifting so you can focus on leading your business forward—confident, compliant, and culture-ready.