Stand alone HR
I have a huge amount of respect for anyone working in a standalone HR role. HR can be a tough gig and to be navigating that on your own is not easy.
Let’s explore the different elements of the role, the challenges it may bring and some positive actions you can take to thrive in the role.
Limited Resources
The clue is in the title, a standalone HR person isn’t surrounded by a team of people. They are working on their own, taking on all the responsibilities. There is a lot to juggle and it may well be overwhelming.
ACTIONS:
Recognise that you are only one person and don’t put pressure on yourself to do everything all at once.
Put a plan in place to show what you can deliver and in what timescale.
Push the proactive stuff back if the reactive stuff is taking over. I understand you may have deadlines to meet, but your wellbeing and sanity is important and there are only so many hours available in the day
Streamline Processes to save yourself time. Identify areas where automation or technology can help reduce manual work, save time, and increase efficiency.
Outsource activities or partner with external parties where appropriate. For example, you may outsource payroll administration or recruitment processes. This can provide expertise and support without the need for additional in-house resources.
Develop Employee Self-Service. I am a huge believer in empowering employees to handle certain HR tasks themselves through self-service options within the HR system. They should be able to change their address in the system, update personal information, book annual leave etc. Managers can then approve the changes as required. Provide resources, policies, and information in a centralised and accessible format to ensure everyone knows how to complete the tasks. This reduces the administrative burden on HR and allows employees to find answers and complete tasks independently.
If the business is growing don’t be afraid to put forward a business case to recruit additional HR people. Recognise how the workload is increasing and don’t wait until crisis point to hire someone into the team. The business should have an idea of how the headcount will grow each quarter / each year so make sure you are involved in the conversations. Generally, a bigger headcount means increased workload for HR.
Emotional Toll
This is one of the reasons we are seeing more HR people burn out and need to take time away from the business. People share their worries and woes with you and as the only HR person you are on the receiving end of all problems across the business.
This can be emotionally draining as you spend your time listening and empathising. You may feel deeply for the individuals sharing their problems. If you are continually empathising with others ‘struggles without an outlet for your own emotions can lead to empathy overload and emotional exhaustion.
You will be listening to a wide range of issues from personal to professional to significant life events. Dealing with complex and intense issues on a regular basis can be mentally and emotionally draining, particularly if the issues are things that you can relate to and are maybe potentially quite triggering for you in your own life.
You may also feel additional pressure if you feel that you are responsible for finding solutions or providing direct support.
ACTIONS:
Find a safe space to talk about your emotions, what you’ve heard, what you’ve been dealing with. This may well be somewhere like the Elevate Member Hub that gives you access to a supportive community. It may be that you have a trusted friend who also works in HR that you can offload to. Wherever your outlet is, I would recommend finding one
Start a journal. Writing in a journal can serve as a cathartic outlet for emotions and stress. Expressing your thoughts and feelings on paper helps release pent-up emotions, reduces anxiety, and provides a sense of relief. It can also help you process difficult experiences, find clarity, and develop resilience
Prioritise self care to maintain your physical and mental well-being. Engage in activities that help you relax and recharge, such as exercise, mindfulness, hobbies, or spending time with loved ones. Set boundaries between work and personal life to ensure you have time for yourself
Develop coping strategies that will help you manage the additional stress you may be feeling. Find the mechanism that works for you such as meditation, mindfulness, deep breathing exercises, running or physical exercise. Experiment with different techniques to discover what helps you manage stress and emotional strain effectively
Set realistic expectations and recognize that you will not be able to solve every single problem or please everyone. Set realistic expectations for yourself and understand that you are doing your best within the resources and constraints of your role. Focus on the aspects you can control and let go of unrealistic pressures. You can be available to listen and signpost to appropriate support but you will not physically be able to ‘fix’ everything
Allow yourself to take regular breaks throughout the day to recharge. You are not expected to have endless back to back meetings. Stepping away from emotionally challenging situations, even if it's just for a few minutes, can help you regain focus and perspective.
Continuous Learning
Working in a stand alone role will require you to take on a broad range of responsibilities. You will be responsible for handling the entire spectrum of HR activities including recruitment, compliance, onboarding, performance management, benefits, ER, policy development, training and probably much more! This will require you to have a range of diverse skills and knowledge.
In large organisations where there are more people in the HR team, they are able to specialise in specific areas such as recruitment or training or employee relations. A stand alone HR role will require you to be a true generalist. HR is a dynamic field that constantly evolves with changes in laws, regulations, and best practices. As a standalone HR person, it's crucial to stay updated on these changes and invest time in continuous learning. Keeping up with the latest trends and knowledge can be challenging when you have limited time and resources.
So how can you ensure you are keeping on top of trends and the latest information.
ACTIONS:
Sign up to newsletters that will provide employment law updates. Daniel Barnett is a useful source of information. You can sign up to his newsletter here >>> https://www.danielbarnett.co.uk/
Block time out in your calendar to dedicate to your continuous learning. Even an hour a week is better than nothing! Embrace a mindset of continuous learning and professional development. Seek out relevant books, articles, white papers, and industry publications to expand your knowledge.
Attend webinars, seminars, workshops, and conferences focused on HR topics to stay informed about the latest trends and best practices. I get invited to sessions almost daily on LinkedIn so make sure you are connected to people that offer these for free.
Networking is a great way to meet people and hear new ways of doing things, be inspired, hear new ideas. Don’t be afraid to get involved in the discussions. Sharing thoughts and ideas with like-minded people can provide valuable insights and perspectives. Keep an eye out for ELEVATE Networking events that will be held face to face and virtually.
Listen to podcasts. I can highly recommend HR Coffee Time hosted by Fay Wallis. Ranked number 2 in the Apple UK Careers Chart it’s definitely worth a listen. There are over 80 podcasts to listen to! (I feature on episode 76 for anyone that is interested!)
Loneliness and Isolation
Working in a stand alone HR role can sometimes cause feelings on loneliness and isolation due to the unique nature of the role. As the only person in HR there may be limited opportunities for collaboration and support within the organisation. HR are also often privy to sensitive information and employee issues that require confidentiality. This can create a sense of isolation as you aren’t able to discuss certain matters with peers.
ACTIONS:
Collaborate with professionals from other departments within your organisation, such as finance, operations, or marketing. Make sure you feel like you are part of a wider team. This exposure can provide you with a broader understanding of the business and how HR can align with and support other functions.
Seek external support. This can start with networking, but you can build relationships with other HR professionals on sites such as LinkedIn. There are many other stand alone HR professionals that will feel exactly the same as you. This may provide you with a valuable support network.
Despite these challenges, standalone HR roles also offer unique opportunities for growth and development. They allow you to have a significant impact on shaping the organisation's HR practices and culture. With effective time management, prioritisation, and continuous learning, you can overcome the difficulties and excel in your role as a standalone HR professional.