Running a business without HR support? Probably not the best idea—I’m not judging. If you are winging it, you should keep this HR survival checklist handy. Otherwise, it’s like you’re building a house without a blueprint—you could get lucky, but odds are you’ll miss something vital and destroy the entire foundation.
You’re not alone. Many businesses operate without adequate HR knowledge or support. Usually, the reasons boil down to money. More than half of small businesses struggle to afford an in-house human resources employee. This is certainly understandable, as it is a significant financial investment.
Naturally, you continue with business as usual until… there’s a hiring issue, a major compliance issue, or worse. Now you owe hundreds (maybe thousands) in legal fees, and suddenly you realize how crucial HR is.
Let’s not go there yet. Here’s a friendly, no-fluff HR survival checklist that will help you stay compliant, people-focused, and future-ready (even without in-house HR).
The Foundations That Hold You Together
These basics set the tone and save time in the long run
- Clear job descriptions for every role
- A simple employee handbook with core policies
- Organized documentation for hiring, performance, and incidents
• Job Descriptions
Your job descriptions should be concise, consistent, and specific for each position. I highly recommend creating a template; this will save you lots of time and frustration.
• Handbook
There’s no need to start big, but a simple handbook outlining mandatory policies, laws, and regulations is crucial for compliance and hiring employees.
• Documentation
I can never stress enough how vital organized documentation is! Free download of employee records management checklist.
The Compliance You Can’t Afford to Ignore
Fines, lawsuits, and reputation damage—no business needs that.
- Stay updated on labor laws (federal, state, local)
- Double-check employee classification
- Confirm that payroll complies with wage and hour laws
• Labor Laws
To stay up to date with labor laws, you will need to search the Department of Labor for your specific state. For example, here is the website for the NC Department of Labor.
• Classification
You should be certain that each employee is classified properly. This information is available through the IRS website.
• Wage and Hour Laws
This information is also found through the Department of Labor. Remember to search your specific state where you’ll be hiring.
The Culture That Keeps Your Best People Around
Small gestures, big impact.
- Make onboarding personal and welcoming
- Encourage feedback and conversations
- Reinforce EEO practices
• Onboarding
Onboarding efforts don’t have to be elaborate. Just keep the process consistent, be prepared, and make your new employee feel welcomed and part of the team. You can download my free onboarding checklist here.
• Communication
Encouraging feedback and open conversations is key to a strong workplace. The right communication decreases employee challenges and increases employee satisfaction.
• EEO
Every business should know or have support with the knowledge of EEO best practices to avoid legal issues. You can find all the information on the EEOC website. (It’s a lot of information!)
The Growth You Planned For
Don’t just react—strategize.
- Define career paths and promotion criteria
- Offer training and mentorship
- Use workforce planning to match staffing with business goals
• Criteria
Defining career paths and promotions is a strategy that benefits the overall talent management of a company. There are significant factors involved when creating this strategy. The Academy to Innovative HR (AIHR) gives a great overview.
• Training and Mentorship
Building strategies for employee training and development increases productivity, helps employees excel in their positions, and promotes enhanced talent management practices.
• Workforce Planning
This long-term strategy ensures there are no gaps in the workforce and that employees have the skills necessary to meet organizational goals.
Here is more information about workforce planning.
Why Does All This Matter?
As a small business HR consultant, I’ve seen firsthand how small shifts (an onboarding checklist here, a compliant payroll system there) can completely change a company’s trajectory. Empowering teams and building inclusive, high-performing cultures doesn’t require endless resources… just intentional steps and the right guidance.
If you’re navigating growth, facing HR uncertainty, or simply want your team to thrive, this checklist is your starting point.
Instead of an HR Survival Checklist – Get The Right HR Support
If you’re ready to go beyond the checklist, we’d love to help. Whether you need tailored policy support, recruitment process outsourcing, or strategies that resonate, Cress HR is built for businesses like yours.
Let’s build the kind of workplace that works.