Feeling Idle as the Only HR in a Startup: How Do You Stay Engaged and Productive?

I hope all the HR professionals are doing well. It's been a long time since I posted any queries on this platform. I just need to obtain suggestions and information regarding the daily tasks we, as junior HR professionals, can carry out in the organization as I feel that lately, I'm sitting idle in the company.

Working in a Startup Environment

I work in a startup where we have 8 employees, including myself and the directors. To be precise, there are exactly 5 employees. I am the only HR personnel here, and there are no seniors above me. I seek any kind of direction or process from my directors.

Challenges of a Small Team

I understand that it's a very small team to implement any practices or systems in the organization. However, I am doing what can be done. My director says to find my own work when I do not have tasks assigned. I'm really not sure what to do or what not to do in the organization to keep myself engaged. If any HR professionals out there can provide me with valuable feedback and suggest what I can do, it would be of great help. Alternatively, if anyone else is facing a similar situation, could you also suggest how to overcome this? Thank you in advance.

Apart from HR tasks, even though you are a junior HR, I suggest you learn about Business Acumen in your free time. As you grow, your knowledge of Business Acumen will play a key role in your career. Some HR professionals are not proficient in business acumen; they solely handle HR transactions and, lacking in business acumen, struggle to comprehend the company's operations. Consequently, they may not be able to contribute strategically or add value to the company.

Expand your understanding of the product or service and the industry. Since your startup currently has 5 employees, you can delve into every aspect of the company. Explore the company culture, growth opportunities, employees' needs, and more. Conduct your research, seek clarifications, or request additional information from the director instead of just stating, "I want to know this and that." Put in effort and show interest to influence people positively.

Consider the future of the company, potential expansion ideas, and the support needed if the headcount increases in the upcoming years. Do you possess the necessary HR competencies for your company? Outline all HR activities such as recruitment, performance management, training, etc. Based on your company's requirements, identify specific HR needs and work on developing and testing them.

On the other hand, for junior employees, the guidance from senior HR professionals and the tasks you engage in are crucial for gaining knowledge. If you are the sole HR person and notice limited growth opportunities, consider pursuing a career outside where you can continue to learn and advance.

Best Regards,
Thiyagu

Mr. Thiyagua gave good inputs. With five employees, there may not be much work to do on a daily basis. You can volunteer to handle general administrative and business functions, such as overseeing office infrastructure, writing business communications to clients, seeking information about future business expansion plans, and preparing a report on future talent requirements. Additionally, organizing small events at the office to engage employees on special occasions like Women's Day or festival days may require a very small, affordable budget. Preparing mission statements and vision statements for your organization after discussing with your directors can be done as a process of learning by doing.

B. Saikumar
HR & Labour Law Adviser
Navi Mumbai

Thank you very much for replying to my query. As you mentioned, "general administrative and business functions like looking after work of office infrastructure or writing business communications to clients and seeking information about business expansion plans in the future," all these functions are entirely taken care of by the director himself. He doesn't share this information with me unless I need to know about it. He thinks that I shouldn't interfere in that area.

Apart from this, I only take care of talent requirements when necessary. For example, if he informs me that we need certain candidates during a particular period, I then prepare reports on job descriptions and the talents that candidates must possess. Additionally, as you mentioned, I handle festive updates and activities in the office. However, this is not an everyday process.

I am confused about what routine tasks I can undertake for the organization to keep myself occupied. I also do a lot of research on HR practices. What else can I take up besides this?

Thank you.

Hi Aishwarya,

Below are 3 suggestions:

1. Understand statutory (Labour Laws) requirements for your company and maintain the required documents.
2. Prepare different policies for your organization.
3. There are many free online HR courses available. Try to read and implement the same in your organization, which will help you in the future.

You can also do the following tasks:

1) Conduct a survey on employee engagement or employee happiness after obtaining approval from your directors.

2) Prepare a mission and vision statement for your organization after discussing with your directors.

3) Design a simple performance format for your employees and discuss employees' performance issues with the functional head.

4) Design motivating posters to be displayed on the notice board.

5) Design a simple HR manual.

6) Update records and registers like the leave record.

7) Improve employee communication by writing a motivational letter to them once a month to be signed by the director.

8) Consider job rotation among employees.

Saikumar

Engaging with Employees

HR juniors can move and interact with all employees at their work spots. Meeting all employees like this provides a good feeling and knowledge of work-related issues.

Updating Company Rules and Records

Updating all rules and laws specific to the company by reading the latest amendments, court judgments, etc. The draft changes can be approved by senior HRs and company bosses. Updating all records will familiarize junior HRs with formats, types of entries, etc.

Scrutinizing Leave Records

Scrutinizing all leave records to ensure they are maintained and up to date.

Skill Development and Interaction

Begin with small tasks and then upgrade knowledge and skill level. Interact with all stakeholders to gain a broad understanding of the workflow and how the organization operates. Understanding the nuts and bolts will assist HR in its tasks.

Continuous Learning

Apart from all these theoretical aspects, HR should be refreshed by reading the latest material. Reading magazines like the Harvard Business Review will be beneficial to know the latest trends.