A #SHRM18 Interview with Lori Kleiman Part 2: Demystify the HR Department of One


HR doesn't have to be mysterious in small business. Leaders know how important compliance and employee management is but who has the time? The typical small business person is doing all they can to keep customers coming in the door and profits on the bottom line. This session will walk those who are doing HR on your own and will show you what you need to know to meet the needs of the organization – and keep your sanity!  This session will give #HRDOO's the answer you need to implement changes that will transform your business. 

#SHRM18 Speaker Lori Kleiman believes that people are what makes or breaks a business and that HR is the function that makes it all happen. Her passion for Human Resources comes through in her engaging, fun style that leaves audiences inspired and energized.

Having walked in our shoes, Lori has Human Resources professionals’ and small business best interest at heart. She knows the constant sense of overwhelm, the daily struggles, and the overload of information one must master to get the job done right.

Lori’s mission is to bring HR efficiency and business strategy together to fuel growth.This session will help answer the following questions:

  • Am I doing what I need to keep us out of trouble?
  • What is the best way to benchmark practices?
  • How can I implement strategic programs while still getting all the admin done?

Lori has spoken at over 40 conferences and events, including annually at the Society for Human Resources Management National Conference since 2014 and will be in the line-up at #SHRM18 - Session, "Demystifying the HR Department of One" Wednesday, 6/20/2018 11:30 AM - 12:45 PM.

Join Lori on Tuesday, 6/19/18 at 11:30am for her session, "Control the Chaos: Four Steps to Exceling as an HR Department of One"

mkw:  Many HR DOO's (HR Departments of One) in my network say, "HR found me" vs. “I found HR”, what do you recommend as a practical first step for a new #HRDOO to demystify HR for those who HR has found? 

LK: Get some great, basic education. The SHRM courses are on line and very accessible, but also look at your community college. Step One - join your local SHRMchapter, not only is it great networking, but they bring in top speakers that provide great ongoing content. Once you are comfortable with your HR expertise, be sure to add business knowledge to the mix.

mkw: How do we prioritize and best determine issues to fix? Where is best place to start? 

LK: Be sure you know what your CEO and leadership team are focused on. That should be the place you start each day when you look at your to-do list. If you aren’t serving their goals, you aren’t serving your #1 customer. All compliance is not your #1 priority in my mind. I consider compliance the baseline by which we make decisions, but don’t become the HR person that no one wants to include because you also say why things can’t be done!

mkw: Do you have any tips for a new HR DOO on how best to communicate with Senior Management? Especially if they may be reluctant to hear a new way of doing things... How does an new #HRDOO navigate the “ this is the way we’ve always done it” type of mentality?

LK: The first thing a new DOO has to do is sit back and listen. What’s happening in leadership conversations, what are department managers talking about, do employees have a smile on their face? Find small wins and gain credibility, then go in with the issues that you feel are important. 

mkw: What do you recommend to a solo practitioner (#HRDOO) for guidance on the best way to benchmark HR best practices? Where is a good place to start? 

LK: I always recommend the SHRM benchmarking surveys. They are great and within the budget of small companies. Then I recommend people turn to their industry associations for survey’s specific to their particular field. Survey’s come out all the time that are great and can be found for free if you watch for blogs and google alerts to mention them. 

mkw:  One of the common issues in a Department of One is having the time to do it all along with balancing the Tactical vs. Strategic aspects of the role. What are some ways to still get all the administrative tasks accomplished and have time (and energy) left for strategic HR initiatives? 

LK: I have two favorite ways to deal with this - outsourcing and technology. We talk in the session about Vendor Management and not doing things yourself that your vendors can and should be doing for you. And using technology is essential today. Not only does it help with the admin - but employees want it. They expect to jump on line at 10pm and look at how many vacation days they have, or add a new born baby to the insurance. Drive people to your systems and you’ll have time for the strategy!


Originally posted on Mary Williams LinkedIn blog.





The SHRM Blog does not accept solicitation for guest posts.

Add new comment

Please enter the text you see in the image below: