The HR Advantage with Schill’s Chief People Officer, Mary Vales

Prioritize HR compliance early on: Utilize fractional HR help or entry-level HR software to ensure compliance with regulations like I-9 and wage laws, as non-compliance can be detrimental.

Invest in HR technology: Even smaller companies can benefit from HRIS or applicant tracking systems to streamline processes, improve data insights, and enhance compliance.

Adopt a process-oriented mindset in HR: Seek HR professionals who understand and can implement robust processes to drive accountability, efficiency, and clear expectations for your team.

Be honest during interviews and acquisitions: Transparency about the role, company culture, and the realities of change during acquisitions builds trust and reduces employee turnover.

Understand your culture for successful acquisitions: Define your company's culture to better assess the fit of potential acquisition targets, leading to smoother integrations.

Managers are recruiters and trainers: Empower your operational managers to be involved in recruiting and provide them with training to improve their people management skills, as they are key to employee development and retention.

Identify your biggest HR need first: When hiring your first HR person, determine your company's most pressing HR gap (e.g., recruiting, compliance, payroll) and seek a generalist who can address that need and partner with other functions.