Why Your Small Remote Business Needs an HR Director
When your company is comprised of dozens (or even hundreds) of employees, it makes sense to have a human resources director. After all, it’s important to have an HR director to help guide the hiring process, to help bridge the gap between employer and employee, and also to keep track of benefits and perform other administrative tasks.
But what if your company only has a handful of workers, and remote ones at that? Does your small remote business need an HR director? The answer just may be “absolutely.”
Having an HR director can be beneficial to a company of any size. Here’s why:
It helps build company culture.
There are certain words and phrases that are hot in the remote work world right now. And “company culture” is by far one of the most popular. Companies today are concerned not just about employee performance and profit, but how they are viewed by other organizations and potential employees who want to work for them.
Company culture shows what a business stands for, both in its mission and also on a personal level, via its humanitarian efforts and how it treats its employees. Company culture is often nurtured by the HR director, who has his finger on the pulse of what the company needs to do in order to attract, as well as retain, its talent. Oftentimes, this is achieved via its company culture.
It helps create a hiring strategy.
Gone are the days when companies only hired full-time in-office workers. Now company teams are a mélange of mixed hires, ranging from full-time workers to freelancers, job sharing employees to part-time workers.
An HR director knows what the company needs in terms of hiring new workers—and sometimes, which positions can be eliminated. That’s why having an HR director can help formulate a more comprehensive hiring strategy rather than haphazardly hiring workers only to not need their services later on.
It helps with employee retention.
An HR director is truly the liaison between management and a company’s employees. If a remote worker is having an issue, he will most likely go to an HR director to talk about it and see if a solution can be found.
Because of this, having an HR director for a remote business, even a small one, can help with troubles such as high turnover rates.
Having someone in an HR role can also help when a worker’s productivity becomes a problem, since someone is truly focused on those areas and on inspiring innovation on remote teams.
It shows that the company cares about its workers.
Sure, an HR director has many responsibilities that make him an integral part of the company, but it also looks good to have someone in that role. Why?
Having an HR director shows other remote companies that you care enough about your employees that you are willing to make the investment in having a person there to provide resolutions through conflict management techniques.
It’s evident that every business, even small remote ones, needs an HR director. In this role, the HR director is responsible for helping to build, manage, and maintain a strong workforce for his company, which every business can benefit from.
Readers, does your remote company have an HR director? Why or why not? Let us know in the comments below.
By Jennifer Parris | August 17, 2016 | Categories: Remote Management