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HR Starter Kit for Small Business You can’t build a million-dollar business on 'we’ll figure it out as we go' processes. As a founder, you shouldn't have to choose between growing your revenue and managing daily team chaos. Having the right documentation in place is key. I've created a Small Business Starter Kit to help you along the way. Here is exactly what’s inside to help you reclaim your time and sanity: Employee Handbook Outline: Set clear expectations from day one (or

If you’re anything like me, you love a good challenge. You live for pushing limits, trying new things, and chasing that next level of growth. But let me ask you: When was the last time you turned that competitive energy toward your internal operations? Every fast-growing company reaches a point where the back-end needs to catch up to the front-end. If you want to scale safely, you need to know exactly where your organization stands. Think of an HR Audit not as a chore, but as

Oh, onboarding. The honeymoon phase. If you're mid-career, or you've been at an organization for a long time, chances are you haven't been a newbie in awhile. Although it has its drawbacks (deer in the headlights, no idea where information is, or who is who, etc.), it can also provide a bird's eye perspective on what isn't working. When I work with my clients, I like to work backwards from the goal. This works especially well with onboarding. Onboarding /ˈônˌbôrdiNG,ˈänˌbôrdi

This post is truly for those leaders, (you know who you are) doing everything themselves, including carrying your People Operations. Given that I live on LinkedIn and subscribe to an unhealthy amount of HR related newsletters, I see a lot. Here are a list of my current favourite resources for bootstrapped or team of 1..teams... (none of these are sponsored, just my own personal things I use) Legal Compliance When it comes to making sure you're compliant when it comes to your

"Nothing happens until the pain of staying the same outweighs the pain of change." — Arthur Burt You know who John is. You've been putting the conversation off for months, and now it keeps you up at night, and holds your (and everyone else's) attention at work. John was dragging the team down and everyone knew it. John knew it too, but he was comfortable with where things were at; a cushy job, not too much responsibility, and no one leaning over his shoulder telling him how t

In my 10+ years in HR, I've seen a few different ways that companies track vacation. Maybe you've never thought about it, but every employee is entitled to vacation (either paid time off, or vacation payout in lieu). Here are some ways I've seen small businesses set up their vacation policies: Accrued per pay period, Given up front in full, Paid out on each paycheck. Each of these methods is valid and fine to do, but some of them can leave your business open to risk if you ar

Most of us don't realize it, but the stages of grief apply more broadly to the stages of change. Think about the last time you had something in your professional life that felt big. So big that you felt it was a change that was sweeping you up with it. Maybe you were recently laid off, or you got a new manager, or you had a restructuring at your organization. The Kubler-Ross Model for Grief (or in this case), Change I was at an organization some time ago, and I had given it a

It's a lot like asking, "When does a company need IT?" or "When do I need to have a lawyer create our employment contracts?" Ideally, a small business needs HR when you have your first employee, you should have someone helping guide you through some basic employer requirements. (Check out my Starter Guide to People Resources), such as proper employment contracts, understanding your own payroll deductions as an employer, and more. While a company is going through growth mode,

Business, as with life, is always in flux. Leaders are often looking at ways to optimize processes, and that means things change. Hello, change management. I've done a lot of change management in my career, and the one theme that is always running through each change is that nobody is answering some fundamental questions. "Who and what will this change affect?" I recently helped one of my clients move onto an HRIS (HR Information System) which I highly recommend for companies