As a founder, you've worn multiple hats. But as you expand to multiple markets and your workforce grows, managing people-related tasks alone is not feasible. You know you need help, but the world of human resources is filled with titles that can be confusing. Do you need someone to handle the day-to-day, someone to protect you from risks, or a high-level guide? The decision will vary based on your operational needs and business priorities. Hiring the wrong type of HR support for your company's current stage can prove costly, in terms of both time and money. Let's break down three standard options so you can make the right decision for your business. HR Generalist: The On-The-Ground People Person An HR generalist manages multiple people functions and is at the heart of your daily HR operations. This is typically a full-time employee who pursues the employee lifecycle at your company. An HR generalist: Manages the onboarding process for new hires. Answers benefits-related questions. Coordinates recruitment efforts. Maintains employee files. Handles basic employee relations. They manage HR administration and are essential for creating a positive and organized employee experience. When you need one: Hire an HR generalist when the volume of daily administrative HR tasks becomes a full-time job in itself (around 40 hours a week). If your biggest pain point is a lack of hands-on, daily support for your team, a generalist is your answer. Their limitation, however, is that they are not typically specialists in complex areas like multi-state compliance or payroll management. Compliance Officer: The Risk Management Specialist While a generalist focuses on people, a compliance officer focuses on rules. This role is less about employee engagement and more about protecting the business from legal and financial risk. They are specialists who are knowledgeable about federal, state, and local labor laws. A compliance officer: Conducts internal audits of your payroll and hiring practices. Writes and updates your employee handbook to reflect new laws. Ensures compliance with standards like FLSA (overtime) and ADA (disability). Manages mandatory government reporting.

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