Small businesses face unique challenges in managing their human resources effectively. As the backbone of any business, employees play a vital role in the success of a small business. So why are so many still trying to do it on their own?

One of the common questions I get asked is how to pick the right HR help and when to ask for help.

Many business owners who try to navigate human resources on their own, ask the odd question of their accountant or bookkeeper who aren’t experienced in this area and still fall short of knowing what they need to do.

In this blog, we’ll explore what human resources is, how to find the right HR help and how HR help adds value to small businesses. It is in more ways than you may think!

What are the common areas that small businesses are struggling with?

1. Feeling overwhelmed managing HR on their own – Many small business owners find themselves juggling HR tasks on top of everything else. Without dedicated HR help, it’s easy to feel unsure or stretched too thin.
2. Being reactive in their approach to HR – as most business owners don’t know what they should be doing when it comes to HR. They find themselves responding to employee matters or resignations rather than having a clear HR plan in place.
3. Ignoring tricky employee issues – as it is easier to avoid the issue and hope that it will go away. Without confidence and support to manage the situation it often gets worse, it starts to impact other employees who will start to take extra leave or even affect customers. 
4. Unable to find good candidates – which can lead to settling for the wrong candidate as they don’t fit the team or don’t have the right skills required to do the role you need them to. With HR help you can market your position and brand to attract the right candidates. 
5. Misaligned expectations between employers and employees – can occur without the right or current policies and procedures. You can remove problems by having clearly documented policies and procedures or a handbook (depending on the culture of your business) and make sure that you communicate to employees.
6. Confused and struggling with employment legislation – including current award conditions, leave entitlements, or Fair Work obligations because they are always changing. By having HR help you can ensure you plan for upcoming changes.

With the right HR help in place, all of this will look very different.

What human resources or HR can cover.

At Small Business Society we like to break Human Resources into five key areas;

Planning – Building the Foundation for Your Team
Planning isn’t just about putting out job ads when you are desperate to hire. It is about thinking ahead, having a documented plan and working towards it.  This can include:

• Knowing what skills your business will need in 6 months or even a year.
• Across what changes are happening that will impact your business including software changes, industry trends and legislation changes.
• Understanding which of your current team members are equipped to grow with you, which ones will need further training and which ones are potentially not.
• It also means having the right processes in place—from clear job descriptions to structured reviews, so everyone knows where they’re heading.

Attraction – Bringing the Right People Into the Fold
Hiring is more than just filling a vacancy. It is about

• Designing a role that meets market demand and then drafting a job advertisement that sells the role and your brand.
• Attracting the right candidates who will also align with your business values and goals. 
• An employment contract that is current and meets legislation.
• Once you have found them, crafting a great induction process makes all the difference to set expectations clearly, helps new employee settle in, and feel like part of the team.

Management – Setting Your People (and Business) Up to Thrive
Once you have great people on board, the real work begins. Managing your team means more than rostering and timesheets. It is about

• Developing their potential and giving constructive feedback.
• Setting clear standards for performance and behaviour. 
• Regularly reviewing their performance and setting goals.
• Running training to ensure employees keep on track with the skills they require now and into the future to perform their role.
• Keeping on top of relevant licences, and qualifications necessary, where required.

Engagement – Creating a Workplace People Want to Be Part Of
Engaged employees are more productive, loyal, and invested in the success of the business. Creating that sense of connection takes more than pizza on Fridays. It’s about;

• Open and honest communication helps employees feel informed, included, and connected to the bigger picture.
• Regularly acknowledging your team’s efforts builds morale and reinforces positive performance.
• Showing your team they matter with small gestures, genuine appreciation, and thoughtful leadership go a long way in making people feel valued. 

Conclusion – Managing Endings with Respect and Process
Every employment relationship will eventually come to an end, regardless of if it is initiated by the employee or the business. Done well, it leaves the door open for positive word of mouth and future opportunities and includes:

• Clear and fair offboarding processes help ensure a smooth and respectful transition for both parties.
• Managing resignations and terminations professionally maintains trust and protects your business reputation.
• Staying compliant with pay and notice obligations reduces legal risk and demonstrates integrity.

Now that you know more about what HR can do for your business, it is important that you choose the right HR help as not just anyone will get you and your business.

Some key questions you should ask to find to the right HR help

Do they get the daily business challenges of a small team?
When running a small business, every team member counts and so does every decision you make. Unlike large businesses with layers of departments and backup, small teams face unique challenges: juggling multiple roles, managing sudden employee absences, and keeping things running smoothly with limited time and resources.

You need HR support that understands these realities, will appreciate the pace, pressure, and people dynamics that come with small teams and offer practical solutions that actually work in your business.

Will they tailor advice to your business, rather than hand over generic templates?
There is a time and place for templates, but relying on cookie-cutter documents won’t protect your business against all the compliance requirements nor will it grow your business in the long run. Every small business has its own culture, risks, and goals. 

Tailored HR advice considers your unique structure, your people, and the way you want to run your business. Whether you are writing a policy, dealing with a tricky employee matter, or designing a new induction process, you deserve support that reflects your business and not someone else’s.

Can they help with both everyday issues and bigger‑picture planning?
Great HR support doesn’t just jump in when there’s a problem; it also helps you stay ahead of what is required. That means helping you navigate everyday matters like employee lateness, leave entitlements, and performance management. It also means working with you to plan for growth of your team, identify the skills and experience required to move forward, implement the right software solutions to be more efficient with your daily HR tasks and align your HR practices with your business goals. Whether it is the daily stuff or the strategic stuff, your HR help should be ready to walk alongside you, every step of the way.

Are they easy to reach and clear in their communication?
When an issue pops up, you don’t have time to wait three days for a call back or decode legal jargon. You need clear, prompt, and practical guidance from someone who is accessible, responsive, and explains things. Whether it is a quick phone call or a written process you can use right away, having HR help who communicates well can make all the difference when time and clarity are critical.

Do they know the local legislation, your industry award and licence/certificate requirements?
Compliance can feel like a moving target especially when you are trying to keep up with local laws, Fair Work obligations, and industry-specific awards or industry regulations. That is why it is essential to have HR help that is able to interpret legislation, understands your award conditions, and keeps an eye on regulatory changes that affect your business. With the right knowledge on your side, you can confidently meet your obligations and focus on running your business.

You don’t have to struggle through human resources challenges on your own.

Where to next?

Whether it is handling everyday employee matters, staying compliant, or planning for future growth, the right HR help can lift the pressure off your shoulders and give you the confidence to lead your team well.

With tailored advice, practical systems, and a partner who understands the realities of small business, human resources stops being a burden and starts becoming a powerful tool to help your business move forward with clarity, consistency, and a workplace people want to be part of.

To discuss your business needs, and how we can help, chat to us at Small Business Society.

The information provided in this document is for your guidance only and is general in nature. It does not constitute as legal advice. It is the responsibility of the individual to seek legal advice where required.

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About Kate Tongue

Kate Tongue is the Founder of Small Business Society.

She is a qualified and experienced Human Resources professional with more than 20 years of experience across the private and public sectors.

Her particular interest and experience is in managing the employee life cycle, delivering process improvements, and supporting business to have a proactive approach with a Human Resource strategy.