Introduction
For many small and mid-sized businesses, there’s no such thing as an “HR department.” Budgets are tight, margins are slim, and every hire must quickly and directly contribute to growth or business operations.
Typically, SMBs handle HR in one of two ways. They may fold recruiting, benefits, performance management, and other related functions into a selected manager’s to-do list. Or they outsource HR to one of the company’s trusted advisors, like their bank or CPA. In those cases, the accountant who closes the books each month might handle payroll, track paid leave, and help the business owner analyze labor costs. The banker who sets up a line of credit may offer advice on employee benefits.
That’s certainly not ideal, but it makes sense: If someone’s already managing the likes of accounts payable, taxes, and budgets, why not have them process payroll and administer benefits, as well? A banker who has worked with the business for years will be familiar with its growth, seasonal swings, and cash-flow quirks. The company’s regular accountant has seen staffing changes, wage structure, and benefits expenses evolve in real time.
While they may not label themselves as HR specialists, many accountants, lawyers, and other outside professionals operate at the intersection of compliance, finance, and workforce management, just like HR does.
“The challenges HR faces today are too complex and cross-functional for one person to carry alone. It takes a village,” observed Meredith Reilly, Chief Sales Officer at the HR solutions provider isolved. “HR leadership is not about doing it all—it’s about knowing who’s in your corner and how they can help you lead with impact.”
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