By Stanislav Roth
Recently I met a friend of a friend at a BBQ, a guy now in his early 40s who, like me, started a small business some years ago that he’s steadily grown. We got chatting and soon enough talk turned to some of the challenges of managing a successful growing business.
When CEOs are still being a jack-of-all-trades
He shared how too much of his time is spent on activities that he’s not a specialist in, but nevertheless needs to manage in a hands-on way, as he can’t justify employing a full- or even part-time resource. Not only is it taking up his time that he could otherwise spend more valuably, but he also suspects that his lack of specialist knowledge means his business is missing out on strategic opportunities.
His biggest bugbear he told me was HR issues. He was focused on legislative compliance, but knew he wasn’t always getting it right. He had rudimentary strategies around recruitment, performance, and productivity. However, things like workforce analytics, managing change and succession planning weren’t even on his radar.
The risks of getting it wrong, and the upside of getting it right
The reality is that my new acquaintance’s situation is a scenario that plays out across thousands of smaller and medium sized businesses every day. Business owners, CFOs or other managers or support staff are attempting to manage a variety of HR issues, with limited knowledge to support critical decisions, and little strategy to guide them. It’s only a matter of time before some businesses get something wrong, and are then potentially faced with a claim, fine or reputational damage. Additionally, instead of focusing on HR strategies to take their business forward, many businesses are just ‘handling’ HR issues on a reactive basis. They aren’t taking into account how their business could benefit from a proactive strategy that is aligned to its future, and that increases performance, optimises and incentivises the workforce, and builds greater business success.
Too small to hire a dedicated resource, but too big to do without
While plenty of online solutions exist to help streamline HR functions for businesses, my experience with Source Legal has made clear that the value for most businesses lies in a service provider knowing their business – good and bad – and tailoring their advice and services to them. This is what works for our clients in the legal world, and so it seemed a natural fit to provide HR support in the same way. We created ‘Source HR’ to give on-tap HR support to businesses that aren’t at a size where they can employ an HR manager, but nevertheless have ongoing HR needs that can make a big difference to their bottom line.
A proven middle way
Source HR follows the same proven model as Source Legal. We’re trusted for our expertise in providing responsive, business-focused services, and delivering results. With Source HR, clients have one dedicated HR consultant who gets to know their business and acts like their in-house HR Manager. Clients get full flexibility to contact their HR Consultant at any time for unlimited support, via a month to month retainer that’s agreed up-front. We don’t feel the need to tie clients in because we know the service we provide is so valuable – demonstrated by our 95% client retention score. Having combined legal + HR expertise is proving particularly useful for our clients who have a major focus on employment matters. HR services enable businesses to avoid unnecessary legal cost in relation to not having best practice/effective HR processes and procedures in place initially.
For me, the greatest satisfaction lies in knowing that through Source Legal and Source HR, we’re levelling the playing field for all businesses by making client-centric, value-based legal and HR services accessible, regardless of business size.
Want to know more?
If your business could benefit from on-tap legal or HR support, contact me on firstname.lastname@example.org
You can download a copy of the article here.