Too Small for a Dedicated HR Role? Here’s How to Structure Your Human Resources Without Hiring Internally - The West Island Montreal Chamber of Commerce
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Too Small For A Dedicated HR Role? Here’s How To Structure Your Human Resources Without Hiring Internally

Too Small for a Dedicated HR Role? Here’s How to Structure Your Human Resources Without Hiring Internally

A reality many SMEs are facing

Are you the owner or manager of a business with 10, 30, or even 50 employees? If so, there’s a good chance that human resources responsibilities fall directly on your shoulders—or are split informally between several team members.

No HR department, no dedicated specialist… and yet, someone has to post job openings, manage absences, onboard new hires, resolve internal tensions, and stay on top of legal updates. Not to mention the day-to-day questions that keep coming in: “Can I work from home?” “Can I adjust my schedule?” “I’m having an issue with a colleague…”

As business picks up again after the summer break, these issues tend to resurface. So how can you stay on track without feeling overwhelmed?

Why structure your HR—even with a small team?

In a small business, leaders wear many hats. Priorities pile up quickly, and HR ends up being handled reactively, task by task. But with just a few key adjustments, you can prevent many day-to-day challenges:

  • A well-structured recruitment process saves time and attracts stronger candidates.
  • Proper onboarding and supervision help new employees integrate faster and stay longer.
  • Clear internal communication reduces misunderstandings and builds a healthy workplace climate.
  • Well-equipped managers can support their teams more confidently—without feeling stretched thin.
  • A solid HR structure also helps reduce risk when it comes to legal obligations or sensitive decisions.

You don’t have to implement everything at once. The key is to start where it makes the most sense for your current reality.

Practical solutions—without hiring internally

You don’t need to create a permanent HR position to bring more structure. Here are some simple, accessible practices for SMEs:

  • Document your internal guidelines: Even a basic employee handbook can prevent ambiguity and promote fairness.
  • Designate an HR point person: A manager or trusted team member can be trained to handle basic HR tasks and flag more complex issues.
  • Automate where possible: Scheduling, timesheets, and leave requests can all be streamlined with the right tools.
  • Support your managers: Too often left on their own, they benefit greatly from coaching or training in people management.
  • Seek external HR support: Whether during growth, turnover, or conflict, having access to HR expertise can make a real difference.

What if you didn’t have to manage it all alone?

HR outsourcing is a simple, flexible solution designed for businesses that are too small to hire internally, but too large to go without support. It gives you access to qualified human resources professionals—on your terms, based on your priorities and the time needed—without the added burden of a full-time salary.

At Bédard Human Resources, we support small and medium-sized businesses across the West Island of Montreal and throughout Quebec by acting as an extension of their team. Whether you need to organize your HR practices, navigate a complex situation, or simply save time—we’re here for you.

📞 See yourself in this article? Let’s talk about your reality. Contact Stéphane Pépin at 514-235-3484 or Marjolaine Séguin at 514-242-4160.

HR Consultants – For all your human resources needs

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