Being an HR team of one is no small feat. You’re the recruiter, the compliance expert, the payroll processor, the benefits coordinator, and the go-to for every employee question under the sun. Balancing these responsibilities can feel like juggling flaming torches—without protective gloves! But don’t worry—you’re not alone, and there are ways to manage the chaos. This guide is packed with strategies, tools, and tips to help you not just survive but thrive as a solo HR pro.

1. Embrace Prioritization and Strategic Focus

When you’re the only HR person, you’ll have times when you can’t do everything, especially all at once. And guess what? That’s okay! The key to success is prioritizing what matters most.

Start by accepting that you’ll need to delegate or defer some tasks. Use tools like the Eisenhower Matrix or set OKRs (Objectives and Key Results) to focus on high-impact areas. Ask yourself: What activities drive the most value for the business and the employees?

Some critical areas to focus on include:

• Compliance and payroll (non-negotiable!)
• Recruiting for key roles
• Supporting employee well-being and engagement

And don’t forget: Saying “no” (or “not right now”) is a skill. Mastering this will help you protect your time for the priorities that matter.

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2. Build and Leverage Technology

Technology is your best friend when you’re flying solo in HR. It can take time-consuming tasks off your plate and give you back hours in your day.

Here are some ways to streamline your work:

• Payroll and Benefits: Use platforms like Gusto or ADP to manage payroll and benefits in one place.
• Recruiting: Applicant tracking systems (ATS) like BambooHR can help you manage the hiring process efficiently.
• Employee Engagement and Performance: Tools like Officevibe or 15Five make it easier to check in with employees and track goals.
• Learning Management Systems (LMS): Provide training opportunities with systems like BizLibrary, especially for onboarding and upskilling employees.

Automate repetitive tasks wherever possible. Think of onboarding emails, compliance reminders, and even birthday shoutouts. Every minute you save adds up.

Learn how to create learning programs that are built to last, whether you’re just starting out or are looking to level up your current program offerings.

3. Outsource and Delegate

You don’t have to do it all yourself. Seriously.

• Outsource Routine Tasks: Consider handing over payroll, legal compliance, or specialized training to third-party vendors. These experts can handle the nitty-gritty while you focus on strategic priorities.
• Partner with Consultants: Hiring a consultant can be a game-changer for larger projects like updating an employee handbook or conducting a compensation review.
• Create Internal HR Champions: Identify employees who can take on roles like wellness ambassadors or DEI advocates. They’ll feel empowered, and you’ll have less on your plate.

Communicating your needs and delegating responsibilities is a valuable skill that benefits both you and the organization. Mastering this skill frees up your time, allowing you to focus on what truly drives the most impact for your organization.

4. Build a Support Network

Even if you’re the only HR person at your company, you don’t have to go it alone. A strong support network can provide advice, ideas, and even a sounding board on tough days.

• Join Professional Associations: Organizations like SHRM offer resources and networking opportunities. Don’t underestimate the power of a LinkedIn group or local HR meetup.
• Find a Mentor: Connect with seasoned HR professionals who can share their wisdom. A mentor can provide insights from their experience, help you navigate challenges, and offer guidance on strategic decision-making. Consider reaching out through professional networks, attending HR conferences, or leveraging platforms like LinkedIn to build this critical relationship.
• Leverage Internal Allies: Partner with managers and leaders to share some people management responsibilities. Together, you can create a culture that supports employees without overwhelming you.

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5. Develop Personal Resilience

Let’s face it: Being an HR team of one can be stressful. To keep going, you need to take care of yourself, too.

• Prioritize Self-Care: Block time for lunch breaks, set clear work boundaries, and make sure you’re not burning the candle at both ends.
• Stay Curious: Dedicate time for professional development, like webinars or certifications, to stay ahead of HR trends.
• Celebrate Small Wins: Did you onboard five employees this month? Great job! Recognizing your accomplishments can keep you motivated.

Remember, you can’t pour from an empty cup. Taking care of yourself is part of taking care of the organization.

6. Communicate Your Value

One of the most important parts of surviving—and thriving—as a solo HR pro is ensuring others understand the value you bring to the table.

• Showcase Metrics: Share data that highlights your impact, such as reduced turnover rates, improved engagement scores, or cost savings from streamlined processes.
• Tie HR to Business Goals: Align your work with company objectives to show how HR supports the bottom line.
• Make the Case for Resources: Use your results to advocate for what you need, whether that’s additional budget, tools, or even another team member. Position it as an investment, not an expense.

Being an HR team of one is challenging, but it’s also an opportunity to showcase your strategic thinking, resilience, and creativity. By prioritizing wisely, leveraging technology, building a support network, and focusing on self-care, you can navigate the chaos and create a meaningful impact.

Looking for more HR strategies? Join expert presenter Katherine Mattice as she outlines the best ways to gain leadership buy-in for your HR initiatives.