HR Tips For Small Businesses

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Running a small business is hard, and staying on top of human resources can certainly feel like a big task when you already have so much on your plate. While partnering with an experienced HR is one of the best ways to ensure that you always have access to the support you need, knowing a few basic best practices will help put you on the right path. At Pivot HR, we partner with clients throughout British Columbia, as well as eastern Canada to provide comprehensive HR services you can depend on. To help you get off on the right foot, below are 6 HR tips for small businesses!

1. Know the Insides and Outs of Employment Law

Staying on top of legislation can be tricky, but if you have employees or plan to in the future, knowing employment legislation is a must. Not only does employment law cover hiring/firing practices, but it also contains vital information about salaries, sick leave, maternity/parental leave, bereavement and all kinds of crucial dealings you’ll encounter with your employees. Do yourself, and your employees, a favour by staying constantly updated.

2. Employee Records and Documentation

The “company books” extend to far more than just accounting. You should be keeping detailed records of relevant employee information including contact and insurance info, start dates, performance reviews, disciplinary files, etc. More importantly, to ensure that you’re compliant with best practices, such documentation needs to be safely stored and only seen by appropriate parties when necessary.

3. Retaining Top Talent

Hiring skilled employees that truly want to invest in their role and your business is your secret weapon to success, so it comes as no surprise that keeping them should be a top priority. Focus on better onboarding practices and team dynamics to make sure your high-value talent feels at home and wants to stay for the long term.

4. Develop an Employee Manual

Communication is everything, and transparency is the cherry on top. Consider making a detailed employee manual that can be used for onboarding and for continual reference in the future. Doing so supports your employees and empowers them to act within your vision, even when the initial way forward may be unclear.

5. Allow Employees to Grow With You

Performance management is a major element of employee retention and simply means that you need to find ways for your team members to grow and develop within their role. Focus on building out positions, as well as departments and ensure that your leaders in training have a new place to land once they’re ready for more responsibility.

6. Employee Benefits and Compensation

Everyone wants to be proud of the work that they do, but they also want to be compensated fairly for their achievements. If you haven’t done a deep dive on your current pay and benefits structure, take a closer look and see if it reflects fairly on the role that everyone plays, as well as indicates your willingness to provide for their personal well-being as their employer. These days, employees are more focused on what they can get from a job than ever before, and if your overall compensation package is trailing behind the pack, you may soon find your team significantly smaller.

Need Help Building A Steady Foundation?

We’ve got you covered! HR management doesn’t need to be hard, and with assistance from an external team like Pivot HR, you can trust that you’re in the right hands. Learn more about our HR services by contacting us today!

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