Uncovering Four Hidden Costs of DIY HR

Small and mid-sized businesses often run lean—on resources, expenses, and structure. While this scrappy approach can lead to success when it comes to profits ( we’ve all heard the stories of entrepreneurs who grew their ventures from a garage to a corner office), it comes with significant risks when it comes to people.

One of the most consequential missteps is dialing back investing in  experienced, professional HR support. Choosing to do-it-yourself, or DIY, your HR function might seem like a solid cost-saving strategy, but it puts your business in serious jeopardy—legally, financially, and culturally.

SHRM reports that about half of small to mid-sized businesses manage HR themselves, and ADP finds more than 80 percent of these HR decision-makers lack HR training, education, experience, and confidence.

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Employee Onboarding: The Final (and Sometimes Forgotten!) Step in the Recruitment Lifecycle

Picture this: you’ve made it! You finally have an accepted offer for an important role. Your ideal candidate has signed on the dotted line, and they’ll be joining your organization in a few weeks. It’s time to celebrate the conclusion of the often-arduous recruitment process! But… wait. Not so fast. Recruitment doesn’t actually end with the acceptance of an offer. That’s right – new hire onboarding is the final, and arguably most important, step in your recruitment process. New hire onboarding ensures your candidate will not only feel welcomed but feel set up for long-term success. It’s critical to give onboarding the proper attention and planning it requires, and Flex HR’s experts have summarized the most important considerations when building a successful, repeatable, and sustainable onboarding program.

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Leaning into L&D: Its Power, Strategy & Impact

Bridging the skills gap has become a top priority for today’s HR teams, as organizations seek to drive big change with limited resources. Rather than recruit from the outside, organizations in the current economy are turning inward, seeking opportunities to upskill existing teams in order to achieve organizational goals on tight budgets. Organizational L&D (Learning & Development) programs are an increasingly popular tool in addressing these gaps. When implemented effectively, they have proven to be a powerful strategy for developing – and retaining – a highly skilled workforce.

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The Power of HRIS: Choosing the Right System for your Business

When it comes to adaptable, high-functioning businesses, there may be no system more important than an HRIS. The HRIS, or Human Resources Information System, is the system that allows you to seamlessly manage your workforce. In addition to securely housing employee data, an HRIS can automate a company’s most critical process, like ensuring your employees are paid and their benefits intact, while enhancing the employee experience. Implementing an HRIS is no longer a “nice-to-have” but a “must-have” in today’s tech-driven world. As Gretchen Groh, Flex HR’s VP of Operations shared in a recent webinar, “Gone are the days of paper files in offices in a binder covered in dust. We can use technology to get all of our information to one easily accessible place.” If you’re not sure where to begin, we have outlined a process for choosing, implementing and maximizing your next HRIS.

HRIS system for Human Resources

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Understanding – and Embracing – Generational Differences in the Workforce

The modern American workforce is undergoing a transformative shift in the composition of its workforce. According to the Department of Labor, Millennials now make up the majority of the workforce at 36%, with Gen X at 31% and Gen Z at 18%. Baby Boomers, once the dominant generation of our time, now comprise only 15% of the workforce. As leaders and HR teams can attest, this shift is not just about the numbers; it is about the reformation of workplace and culture as new generations bring fresh perspectives and expectations. This transformation has impacted businesses of all sizes, but the implications are felt acutely by small and mid-sized businesses whose resources may be more limited than larger competitors.

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The Age of AI: Adapting Internal Policies to Keep Pace with Tech Advances

Today’s employers are officially in a new era: AI is here to stay. It’s no longer a shiny new tool to admire from afar – AI is now commonplace in everyday business operations. Yet many organizations are behind the curve in creating guardrails for appropriate AI usage in a business context. Our team at Flex HR is providing guidance that ensures company policies keep pace with AI advancements.

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HR Playbook: Designing Internships That Deliver

As we approach the summer months, many organizations are preparing to welcome their next cohort of summer interns. Internships are a hugely valuable experience for an intern and organization alike, but successful programs require some planning and thoughtful execution. Flex HR is sharing insights from its Founder, Jim Cichanski and Consultant Anu Madan on how to strategically design an internship program that delivers.

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Recognizing HR Professionals on International HR Day 2025

May 20^th is International HR Day – join Flex HR as we honor HR teams across the globe! As business leaders, you might be wondering how you can celebrate your HR teams. There are a variety of gifts, recognition, and bonuses you can offer, but perhaps the most important thing you can do? Ensure your HR leaders are empowered, respected, and appreciated.

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May is Mental Health Awareness Month: 5 Ways HR Can Make an Impact

Did you know that 75 % of U.S. workers say they have experienced at least one mental health challenge? May is Mental Health Awareness month, and HR teams play a critical role not only in recognizing its importance, but in building programs and policies to positively impact mental well-being.

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State Unemployment Insurance: Where are Employers Liable?

As work arrangements continue to be scrutinized across the US, companies who continue to offer remote work or who operate across multiple states must remain aware of certain laws that impact their distributed workforces. Some of the more challenging laws to understand are those related to state unemployment insurance (SUI), and more specifically, the locations in which employers may bear the burden for this insurance. Employers are often frustrated to find minimal support from the states on their liability.  Even more surprising, the guidance can often vary from state-to-state, and sometimes even depend on the agent you speak with at the agency. To add to the confusion, many states do not publish laws on their websites and oftentimes, work arrangements can be complex, transitory, or temporary in nature. It’s no wonder that employers get confused, especially when the states themselves offer little clarity.

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