DianaHR

I had a nightmare about missing payroll ?? Missing payroll can lead to serious consequences: ?? Breaks trust and leaves employees uneasy, affecting their focus and well-being ?? Employees rely on their paychecks to pay bills and avoid overdraft fees What Founders Can Do to Fix It: ?? Take a deep breath – it’s fixable! ?? Explain the situation and your plan to fix it clearly to employees ?? Confirm the earliest pay date with your payroll provider and inform employees ?? Offer to reimburse overdraft fees or advance wages for urgent bills. Mistakes happen, but how you handle them makes all the difference!

Every founder is like...

Thrilled to have?Kimberly Scarano?on board as our new HR Generalist! She’s here to bring her HR expertise to the team. Let’s give her a warm welcome!???

On my customer calls, I’ve heard some horror stories about fractional HR and Ops consultant support gone wrong. ?? One founder shared how their fractional consultant wanted a full-time role, but they didn’t have the budget. When the consultant suddenly left, this left the founder in the difficult position of having to figure out how to manage the payroll software all by themselves. ?? Another strategic HR leader shared how they had 3 people rotate in and out of the People Operations Administration role just in the last year! ?? And finally - the scariest one of all - a founder shared how the person they had hired to handle this on a fractional basis was embezzling them! ?? We designed DianaHR to solve all these problems - without the headache. You get a dedicated HR expert who is a highly experienced and vetted employee of DianaHR. As a company we take measures to keep your data and systems secure, while guaranteeing peace of mind.?

We’re all about helping businesses focus on what they do best. Kivo Health's been saving hours and avoiding the HR hassle with DianaHR.??

This week was my birthday. It was a moment to reflect on this last year of my life. ?? The biggest change, of course, has been my decision to start a company. Life has changed dramatically since: I’m a worse friend, aunt and daughter. I’m much more unavailable to my friends, who I miss. All I ever do is think about this company. I have nothing interesting to say unless it has something to do with fractional HR. Fun now looks very strange. It’s talking to customers - learning something new from them. Or brainstorming with our small team. Taking small and steady steps towards building something bigger than ourselves. I’ve gotten used to high highs and low lows. I’ve never failed at so many things in this short of a time span. (Any other founders out there learning how to do sales?) Through these experiences, I’ve become more myself - an immigrant who is an optimist. Someone who is built for struggle, craves adventure and is learning how to be okay being disliked. And what I’ve learned is that, despite the sacrifices, there’s nothing I want more than to be building this company in this phase of life. ??

You try not to eat too much candy, we will vanquish your HR back-office ghouls and goblins. ??

Did you know that there are 7 different types of payroll that you could run with your software? ?? Correction payroll is for fixing an error in a payroll run while off cycle payroll is for making a payment outside the regular schedule. Confusingly, some payroll software use these terms interchangeably. ?? New hire payroll is linked to new hire onboarding and new hire reporting. It essentially means running a prorated payroll for your new hire, which depends on the day that they started during the pay cycle. ?? Termination payroll is the last payroll that you make to an employee being terminated. This is confusingly different from severance payroll, which is specifically for when an employee is laid off . Again some payroll vendors treat this as the same thing. ?? Regular payroll, which should be the easier type of payroll, right? It is for full-time salaried employees, which can basically run on autopilot. But if you have hourly workers, then you would need time-tracking and time tracking approvals, so as not to block the payroll. ?? Transition payroll is the least common but most confusing type of payroll. You need this when your company changes pay schedules, which might seem unlikely but does happen more often than you might think. ?? Bulk termination payroll is what you think it is and I hope you never have to worry about this one. I still find it tricky to keep these straight. How do you manage all these different types of payroll?

“HR” is an overloaded term ?? If you look under the hood, there’s more than meets the eye. I like to think of the function as a hierarchy of needs - Maslow’s Hierarchy of HR Needs, if you will. ??Starting at the bottom layer, you might be surprised to learn there are 5700 software vendors that create payroll, benefits, and HRIS products. All of them are self-service and each have their own shortcomings. ??Moving up to the middle layer - HR and Compliance. These are activities that keep you compliant with regulation. This includes federal, state, and local labor laws, health benefits, retirement plans, workers compensation, payroll, taxes, and much more. ?? And finally the top layer is Strategic HR. This refers to those things that are innately human - mission, values, performance management processes, workplace investigations and more. This is largely up to you as a founder or a strategic leader to decide - how you want to operate your company. In my experience, most early stage companies need help with the bottom two layers - what I call Technical HR. The sheer amount of self-service software coupled with government regulation means that founders spend nearly 10+ hours a week on this. Founders and HR folks, does this align with how you think about your work?

Congratulations - you found an amazing hire and they want to join your company! Whatever comes next is easy, right? Right…?! Sending out the right new hire documentation seems like it should be an easy task. But actually it’s a ton of administrative work under the hood. Here’s what typically goes into the process: ?? First, you need to figure out which offer letter template to use. State-by-state there are different labor laws and, depending on what’s important to your company, your offer letter should reflect these. You can hire a lawyer to do this, but it’ll cost you.. ?? Once you’ve found the right template, you’ll have to decide if you need need a non-disclosure agreement or a confidentiality agreement, or any other addendum for related to the role.? ?? Then you have to get your template setup in the template builder software. If you’ve ever had to do this you know that many of them are user unfriendly and tedious to deal with. ?? Next is to get the right details from your new employee to complete the documents, including legal name and address. It’s common that they might need reminders or forget to send you the right information. ?? And finally, approvals. It’s common to have the CEO or hiring manager sign off on offer letters but getting these can be tedious and involve multiple reminders. ?? All of this to say: everyone thank your HR teams for doing all this tedious behind-the-scenes work every day!?