Firstly, hiring your own internal HR department is one of the costliest ways to get the HR support you need, so doing this isn’t a money-saving exercise. Let’s be clear about that.

Instead, your company has decided to make a strategic investment in your people and future.

You’ve decided to hire a team that is dedicated to looking after your people, their productivity and their success and by creating a happier, more productive workforce, you’ll see increased turnover and profits as a result.

This is the return on your investment.

Hiring your own HR department is no easy task, especially when you don’t know what makes a great HR professional which is a common situation for businesses to find themselves in.

That’s why I'm here to offer my expertise to bridge the gap and to take away the stress of this task.

I can help you hire, onboard and develop your new team until they’re ready to take over and be a success.

This blog talks you through the process and the steps I take to do this for you.

Let’s get started…

The first two steps are all about getting your house in order.

Step 1: Goal setting

Before you hire your team, you need to be clear on what your company goals are, what your new HR team looks like and what your expectations of them are.

There are lots of things to consider here and we’ll be able to go through a process to ensure everything is thought through, giving you the best possible starting point.

Employee surveys might be needed to give insights into what needs to be worked on and prioritised. This will help when it comes to creating your People Plan and Roadmap.

Step 2: Create a People Plan and Roadmap

A People Plan is an extension of a Business Plan – it’s an important, strategic plan that outlines the management and development of your HR and people.

In other words, how are you going to use your people to help you achieve your business goals? This is what your People Plan will answer.

To that end, we’ll create a People Plan for you based on your goals.

This will not only create a Roadmap of things to work on, but it will also highlight what skills we need from your own HR team, which is important before you start hiring.

Are you looking for an HR strategist who works more with overseeing, or do you need someone who can be more involved in day-to-day responsibilities? 

Do you need them to be familiar with your particular industry and any specific regulations around that, or is this not important?

All of these things need to be considered and agreed upon before the hiring stage.

Step 3: Hiring

Once you know what type of team and people you are looking for, you can then go ahead and start to recruit for the position. You will need a well written job ad, initial screenings and interviews.

It’s important for you to be part of the main interview process, as your new HR Director or Manager will be an integral part of your leadership team.

A HR consultant like me is well placed to help you find the best person for the job!

Step 4: Onboarding

Onboarding your new HR team in the right way is really important.

The first job is to help them learn more about you, as a company, and your vision, so that they can understand what is required of them.

This will be made easy when you have created your People Plan which outlines everything for them and will act as their Roadmap, ensuring that they’re onboarded as quickly and easily as possible.

The goal of onboarding is to get your new HR team to the point where they can run the show and start working on projects to achieve key objectives.

They’ll need to be involved in this process, but the outline of their work will already have been decided and agreed, so you’ll know what to expect.

Step 5: Training and development

Every day is a school day in HR! You never stop learning and your new team may need some additional training and support to ensure they feel confident.

Throughout the hiring and onboarding process, keep a close eye on your new team to highlight any training and development opportunities that may be beneficial and get this training organised.

Investing in your new team in this way, is a great way to show your support and to engage your new HR team.

Step 6: Handing over

Once your team are ready to take over, A phased handing-over process can happen to ensure there aren’t any disruptions to current operations and projects.

Step 7: Ongoing support

As your new team settles in, you may have some questions or concerns. Equally, they may have some questions and concerns too. As your HR specialist I can be on hand to bridge the gap and to iron anything out that may need addressing.

Time for a chat?

Setting up an in-house HR department can feel daunting, but with the help of an experienced HR consultant, you can get your new team up and running in no time.
If you would like a confidential chat, you can arrange that HERE