13 Reasons to Think Twice About Hiring Internal HR Personnel

Caught at the crossroads of thinking the only way you can manage your growth is to hire an HR person? Rehiring to replace turnover of HR personnel? WorkforceWins proposes a better HR management option designed to easily and more efficiently outperform any internal HR personnel at a fraction of the cost. Here are thirteen reasons why WorkforceWins clients – a club of progressive, growth-oriented Canadian SME’s – opted for our one-of-a-kind HR outsourcing solution over the traditional path of adding HR personnel.

1.     Cost: Straight up, our core HR management service costs less than 50 percent of HR strategies that add internal HR personnel. Further, we dramatically reduce your reliance on HR lawyers and include the cost of best-of-breed HR software platforms in our fees. And our head-count bossed subscription pricing model means ultimate predictability as your workforce evolves. 

2.     Control: HR decisions are important and have wide-ranging implications. With WorkforceWins, no one goes rogue or oversteps their boundaries. Every decision is made by the company’s prescribed decision-makers or via a fully approved and transparent process or policy. 

3.     Power: Left to its own devices, the power in the Emplyee-Employer relationship is stacked to the Employee's side. Working on behalf of our clients, we ensure that they claim and maintain an optimal position in the relationship. It begins with proper initial contracting and onboarding but requires much more. It must be perpetually reinforced to accommodate the evolution of the legal environment, employee roles, company operations, as well as specific scenarios around employee performance and their personal circumstances.

4.     Efficiency & Technology: We‘ve distilled HR into 80 essential processes. Each one is process engineered and automated using best-of-breed HR management software. We work directly with your employees and Supervisors to complete every transaction to your company’s preferences and policies. That’s getting HR done with minimal disruption to your operations.

5.     Consistency and Accuracy: Process engineering and automation ensure each step of every HR task is fully completed every time. No stragglers, no excuses. This mitigates the frustrations, costs, and risk of human error that are inherent in administering repetitive tasks and managing complex HR scenarios.

6.     Scalability: Our client workforce headcounts range from 7 to 170. We’ve got you covered today and down the line. 

7.     Continuity: The issues, risks, and interruptions of HR personnel turnover are eliminated. No gaps, no loss of company knowledge and no need to wait for new staff to get up to speed.

8.     Common Sense Strategies: While we ensure clients are fully versed in the options available when human rights are in play, we don’t subscribe to always accepting passive, lay down strategies. We guide our clients through the most complex and high-risk scenarios from beginning to end – bringing in our HR law partners along the way.

9.     Accountability: We run every HR transaction from start to finish in accordance with your company’s policies and preferences with full digital documentation of every step.

10.     Responsiveness: Whatever the issue, we initiate action on the next business day and drive it to completion from there.

11. HR Infrastructure: Say goodbye to those half-baked HR initiatives that only served to drain company resources and morale. WorkforceWins builds and implements a comprehensive and practical HR infrastructure within 90 days. That includes policies, documents, HR software, procedures and more. 

12. Confidentiality: It's not just a theoretical idea or motherhood statement. When it’s breached, it can cause major management issues and significant legal and financial risks. Our methods are designed with the technology, practices, and redundancies to ensure the highest levels of confidentiality are maintained.

13. Conflict of Interest: One of the hardest jobs for anyone with HR responsibility is balancing employer obligations to employees and employee rights while mitigating the legal and financial risk of the employer. In smaller organizations, this is doubly hard due to the close working relationships among all employees, including HR personnel. Our outsider perspective structurally removes those conflicts of interest from the equation.

 We call what we do HR Freedom for Canadian Small-medium Enterprise. Interested in learning more? Visit us at www.workforcewins.com.