You’re not an HR expert. You shouldn’t have to be.
- deyabooker
- 6 hours ago
- 2 min read
If you’re managing HR yourself, you’re probably doing some things right, and some things that put you at more risk than you realize. Not because you’re careless. Because HR is genuinely complicated, and it’s not what you were hired to do.
You became a leader because of your craft, your mission, your expertise. Nobody expects a great chef to also be a tax attorney. And yet somehow, we’ve accepted that founders and EDs should just figure out HR.
Here’s what I usually find when I start working with someone who’s been going it alone:
Her name was Renata. Twelve employees, home health agency, beloved by her team. She mentioned, almost as an aside, that she’d had to let someone go the year before. “It was a mess. I still don’t know if I did it right.” No documentation. No written warnings on file. An offer letter copy-pasted from something she’d found online in 2019 that no longer reflected state law. She hadn’t done anything wrong. She’d just been doing everything alone. |
The offer letters with missing language. The handbook from three years ago. Time-off tracked over text. A termination that still haunts. These aren’t signs of a bad leader. They’re signs of a leader without the right support.
The fix isn’t complicated. When HR is handled properly, your team knows what to expect. You have a process when something comes up. You make confident decisions instead of gut instinct guesses. And you stop
carrying it all alone.
Nearly two decades of HR experience has shown me one thing consistently: the leaders who get ahead of their HR needs always fare better than the ones who wait.
You don’t need to become an HR expert. You need access to one. That’s what we do at Bloom & Beacon HR ®. |
Deya Booker
Founder of Bloom & Beacon HR®
Nearly two decades of HR experience spanning Fortune 500 companies, small businesses, and nonprofits. I help organizations build HR that actually protects their people and their mission.