Published: December 4, 2024
By: Kendra Davis-Roberts, MPS
Managing HR on your own can feel like juggling fire—you are tasked with keeping everything in motion, but one misstep can cause a key responsibility to fall. From recruitment and employee relations to compliance and diversity initiatives, you are responsible for it all. Despite the challenges, this role presents a unique opportunity to make a real impact within your organization. With the right skills, tools, and data tracking— you can thrive.
Here is how to manage the workload, tackle common challenges, and measure the outcomes that matter most.
Essential Skills for Success
When you are handling every HR function by yourself, a few key skills are essential to keeping things running smoothly:
- Patience, Engaged Listening, and Empathy: Marquis Reaves, an Employee Relations Specialist, knows firsthand how these skills can make or break your success. “Most situations always allow for one of these skills to play a role towards its resolution. Without these three, finding a balance with all that HR functions offer can be extremely difficult,” Reaves says. Whether you are managing performance issues or dealing with misconduct, these skills help you address concerns with care and understanding.
- Prioritization and Transparency: Elyssa Torres, a Diversity and Inclusion Workforce Initiative Partner, shares how critical it is to prioritize and be transparent when juggling so many different tasks. “When it comes to prioritizing, I always ask first about deadlines or level of urgency. This allows me to be realistic and develop a plan on how I can complete a task,” Torres explains. Focusing on what matters most—like compliance or employee relations—helps ensure the big issues are handled first.
- Organization and Communication: Dushawn Roberts, an HR Generalist and career HR professional who has often worked on small HR teams, stresses the importance of staying organized and communicating effectively. “Staying organized with a system such as Asana for tracking deadlines, progress on projects, and employee information is essential,” Roberts says. Keeping a clear line of communication with leadership and employees ensures expectations are managed, and nothing slips through the cracks.
Leveraging Tools to Boost Efficiency
When you are handling the full range of HR responsibilities, it can feel like there are never enough hours in the day. That’s where the right tools can make all the difference. Here’s what some of our experts rely on:
- Simple Yet Effective Tools: Reaves keeps it straightforward with Workday and ServiceNow to manage employee data and tasks. He adds, “A notepad helps me with day-to-day tasks.” Sometimes, simplicity is key—there is no need to overcomplicate when basic tools get the job done.
- Digital and Paper Hybrid: “I utilize Microsoft Teams for communication, and the Structured app for personal task management,” Torres shares. She also uses Rocketbook, a reusable notebook that lets her keep the feel of handwritten notes while uploading them digitally. It’s the best of both worlds.
- Tech-Driven Approach: Roberts emphasizes how technology can lighten the load. “At my previous employer, I asked to implement a robust HRIS […as it] is crucial for managing employee data, automating tasks, and ensuring accurate payroll. I also use project management software such as Smartsheets and Asana to track projects and deadlines,” he explains. Keeping projects and tasks visible and organized through technology allows him to stay on top of everything—even when there’s a lot on his plate.
Blocking Time for Max Productivity
If you feel like there just are not enough hours in the day to handle all your HR responsibilities, it’s completely normal when you’re flying solo. Here’s how you can make the most of your time:
- Block Scheduling: Carve out specific times during the day to focus on particular HR tasks—whether it’s recruitment, compliance, or employee relations. By sticking to blocks of time, you reduce distractions and stay focused on one area at a time. No more bouncing between emails and interviews. Roberts shares that Viva Insights helps him manage his time more effectively.
- Managing Expectations: Torres hits the nail on the head when she talks about transparency: “I must always try to be transparent and forthcoming with this to those I am working with.” By being upfront with leadership and employees, you can avoid unrealistic expectations and prevent burnout.
- Delegation and External Support: Just because you are managing HR alone doesn’t mean you’re completely on your own. Outsource non-HR-specific tasks like payroll or benefits administration to external vendors where budget allows. Roberts also notes, “When needed, I seek advice from external HR consultants, legal counsel, or the local HR communities/networks like PhillySHRM, The Black in HR or HRPN.” Leaning on external resources ensures that you are not stretched too thin.
Navigating Confidentiality and Security Challenges
As an HR professional, you handle extremely sensitive employee information, which places a significant responsibility on your shoulders. Dushawn highlights this challenge: “When you are the only HR person, you have access to a lot of sensitive information. It can be challenging to ensure the privacy of that information is upheld, especially without another HR professional to consult with.” Here’s how to keep things secure:
- Data Security Protocols: Ensure that all confidential information is stored securely—whether it is digital files or physical documents. “I follow strict confidentiality protocols and make sure that all sensitive information is stored securely in a locked filing cabinet or a secure IT drive,” Roberts explains. Having clear security protocols ensures that your employee data is safe, protecting both you and the organization.
Tracking Key Metrics to Demonstrate Impact
When you’re a mighty team of one, it’s hard to see immediate results from your work. But tracking key metrics can help you prove your impact and show leadership the value you bring—potentially even building a case for additional support.
Start with these metrics:
- Time to Hire: Keeping tabs on how long it takes to fill open positions can help you spot inefficiencies in your recruitment process. If hiring is taking longer than expected, it might be time to revisit your sourcing strategies or interview flow.
- Turnover Rate: A high turnover rate can indicate issues with employee engagement or satisfaction. By tracking turnover, you can pinpoint where employees might need more support or development, helping you focus on retention.
- Promotion Rates: Promotion rates show whether employees are growing within the company. If they’re low, it may be a sign that career progression is lacking, which could lead to higher turnover down the line.
- Performance Management: Tracking employee progress during performance reviews gives you insight into how well employees are meeting their goals—and how effective your HR interventions are. This data helps identify areas where employees need more support or training.
Tracking these metrics will help you engage in strategic conversations with leadership. You’ll have the data to back up your strategy and it may even provide support for additional resources, but most of all you’ll be able to prove just how much value you are bringing to the table.
Flying solo in HR may seem daunting, but with the right skills and tools, you can shape the future of your organization. By focusing on key metrics, building strong relationships, and embracing technology, you’ll move from simply surviving to truly thriving as an HR professional. Don’t forget to tap into external support when needed and take advantage of the HR networks and communities around you.
About the Author
Kendra Davis-Roberts, MPS, a proud Philadelphia native, is the founder of KDR Analytics, a consultancy dedicated to empowering small and medium-sized organizations with People Analytics solutions. She holds a Master’s in HR and Employment Relations from Pennsylvania State University and is completing a second Master’s in Data Science. With over 10 years in Human Resources and more than 7 years specializing in People Analytics, Kendra’s expertise spans workforce strategy, data-driven HR insights, and analytics education. Passionate about knowledge-sharing, she regularly speaks on People Analytics and HR strategy, recently presenting at the 2024 Philly SHRM Symposium. Kendra is also a senior instructor with The Black in HR and an active leader in advancing HR analytics proficiency across the industry with HRPN. She also serves on the Philly SHRM Thought Leadership team.
Editor: Dennis Paris
Becoming a Philly SHRM Thought Leader
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