When HR Needs HR: Finding Support as the Backbone of Your Business

Who takes care of the people who take care of everyone else? In many businesses, HR professionals are the unsung heroes, juggling compliance, culture, and crises while supporting employees and leadership alike. But what happens when HR needs HR? When the people managing burnout, scaling policies, and fostering growth hit their own limits, who steps in?

Let’s explore this often-overlooked challenge, why it matters, and how to find solutions that make HR stronger, more resilient, and equipped to thrive.

Is It Normal for HR to Need Help?

Yes, absolutely! HR professionals are human too—shocking, right? Managing policies, fielding employee concerns, and aligning with leadership while ensuring compliance is an overwhelming task, especially for small businesses or HR departments of one.

Here are some signs that your HR team (or you, if you're solo) may need support:

• Burnout: Is HR consistently feeling overworked or unable to prioritize?

• Missed Deadlines: Are audits, updates, or compliance tasks falling through the cracks?

• High Turnover: Does HR spend more time hiring than building infrastructure to retain talent?

• Rapid Growth: Has your company grown so quickly that policies haven’t caught up?

• Leadership Disconnect: Does HR feel unsupported in securing resources or alignment?

If you’re nodding along, it’s time to think about outside help.

What Happens When HR Goes Unsupported?

Think of HR like the foundation of your company. A weak foundation won’t hold up to growth or change. Without proper support, HR can become reactive rather than strategic, leading to:

• Compliance Risks: Outdated handbooks, missed labor law changes, or noncompliant practices.

• Employee Frustration: Poor communication or unresolved issues snowballing into larger conflicts.

• Turnover (in HR): Yes, even HR pros leave when the workload becomes unmanageable.

• Stalled Culture: Without leadership buy-in, culture-building efforts often fade into the background.

But it doesn’t have to be this way.

How Can HR Get the Help It Needs?

1. Assess Your Pain Points

   • What’s your biggest struggle? Is it compliance, employee relations, or the sheer volume of tasks?

   • Are there areas where you feel underprepared, like handling internal investigations or scaling policies?

   Writing down specific challenges can help you determine the type of support you need.

2. Leverage External Expertise

   • Did you know HR consultants can work alongside your internal team without replacing them?

   • Have you considered outsourcing tasks like engagement surveys, audits, or handbook updates?

   Outsourcing is no longer just for big corporations. It’s an affordable, scalable solution for businesses of any size.

3. Use Technology as a Teammate

   • Are you using tools to streamline hiring, payroll, or employee data management?

   • If not, what’s holding you back from investing in an HRIS (Human Resources Information System) or ATS (Applicant Tracking System)?

   The right tech can save hours every week by automating repetitive tasks.

4. Ask for Mentorship or Collaboration

   • Are you connected with other HR professionals who understand your challenges?

   • Could an outside HR partner provide mentorship to upskill your team?

   Support doesn’t have to mean hiring someone—it can mean learning from someone who’s been there.

What Does HR Help Look Like in Action?

Here are some examples of how external support can transform overwhelmed HR teams:

• Scenario 1: Rapid Growth
  A small business doubles its staff in under a year. An HR consultant steps in to update job descriptions, scale policies, and develop a roadmap for hiring and retention.

• Scenario 2: Compliance Overhaul
  A solo HR manager struggles with multistate compliance. External HR support audits policies, builds a compliant handbook, and trains the manager on best practices.

• Scenario 3: Burnout Recovery
  An HR director nearing burnout gets access to a helpdesk and monthly strategy calls to discuss challenges. The extra perspective helps them reprioritize and delegate effectively.

When Should You Seek Help?

The best time to seek help is before you reach a breaking point. Ask yourself:

• Am I operating in “crisis mode” more often than not?

• Have I skipped important updates or compliance reviews because of time constraints?

• Would outside support free me up to focus on long-term strategies instead of daily fires?

If the answer to any of these questions is yes, it’s time to consider your options.

What Makes Great HR Support?

Not all HR help is created equal. Here’s what to look for in a partner or service:

1. Customization: Do they tailor solutions to your company’s size, industry, and goals?

2. Collaboration: Will they work alongside you instead of taking over?

3. Scalability: Can their support grow with your company?

4. Transparency: Are their processes and pricing clear from the start?

What’s the ROI of Supporting HR?

When HR gets the help it needs, the entire company benefits. Stronger HR leads to:

• Better Compliance: Fewer risks and penalties.

• Higher Engagement: Happier employees mean better retention.

• Efficient Growth: Scalable policies create a strong foundation for expansion.

• Stronger Leadership Alignment: HR can focus on strategy, not just paperwork.

Ready to Support Your HR Team?

Whether you’re an HR department of one, a small business owner handling HR solo, or a growing company overwhelmed by new challenges, the key takeaway is this: HR needs HR too.

By recognizing when to ask for help, exploring external support, and investing in the right tools, you can build an HR function that’s not just surviving—but thriving.

Are you ready to explore how HR support could transform your business? Reach out to discover what customized, scalable solutions can do for you. Because when HR gets the support it needs, everyone wins.