Ask any experienced Human Resource professional, and they’ll tell you that there are many different parts of their job that are important to the well-being of a company and its employees.

The truth, however, is that many of those functions can take a back seat when your business doesn’t have an experienced HR expert on staff.  Wellness programs, employee engagement surveys, succession plans … all nice to have, but not critical.

Here are two functions of HR management that will negatively impact the bottom-line profitability if left neglected.

  1. Triage employee complaints and investigate the risky ones.

Not every complaint of “workplace harassment” is cause for alarm.  Just because an employee labels something “harassment” doesn’t make it so.

All scary-sounding employee complaints are not made equal, and some demand more attention than others.  The employee complaints with the largest amount of risk – like allegations of discrimination, harassment, or wage & hour law violations – can cost a company hundreds of thousands of dollars in punitive damages if they’re ignored by the company … even if the discrimination isn’t “egregious.”

employee making hr complaint

Since employee complaints don’t wait just because there’s no HR manager on staff, you’ll need to keep your company protected from this legal and financial risk by assessing the seriousness of each allegation – then move quickly to investigate them.

Good to know: Courts have ruled that your investigation into EEO violations doesn’t have to be flawless in order to withstand legal scrutiny; it just has to be timely, objective, conducted in good faith, and remedial.  Even in the absence of an HR expert on your staff, conducting a proper investigation into serious allegations is crucial to helping to mitigate any negative impact to your business.


  1. Keep the talent pipeline filled, and keep the hiring process moving fast.

Keeping up with the speed of hiring in today’s candidate-driven job market is crucial, since your company lives or dies by the quality and adequacy of its workforce.

A benchmarking survey found that, on average, an employee generates $322,835 in annual company revenue – more than five times their annual fully-loaded salary.  Each day that position is vacant may result in both real financial losses and intangible costs like co-worker burnout.

To compound this risk, today’s top job candidates place a high value on working for companies that make quick, sure decisions – it’s indicative of an efficient, confident company culture.  Millennials currently make up more than 35% of the American workforce – and they expect instant gratification.  Waiting to be screened by a company, or languishing in a protracted interview process, won’t cut it.  Your candidate will simply move on.

businessman working

Good to know:  Other benefits of keeping your hiring process moving quickly include a lower candidate drop-out rate, reduced likelihood for bidding wars over a candidate, and better access to top diversity candidates who are in high demand.  If you wait too long to set up interviews or make job offers, you’ll just be left with mediocre candidates who’ve gotten no other job offers.

When you’ve got no professional HR person on staff, place someone in charge of assertively coordinating the hiring process and communicating with the best candidates.  Keep the line moving, and your ability to staff with the best talent won’t miss a beat.

Is your company having employee challenges without on-site HR leadership?  For more guidance, visit or email .

danielle verderosa picture

Danielle Verderosa, the Founder and Chief Human Resources Consultant of HR Allies, has 25 years of HR experience in the hospitality, senior living, warehouse/manufacturing, and defense security industries. Most recently a Vice President of Human Resources for a 105-year old contract management services company, Danielle has the HR industry’s top professional credentials and has been the recipient of several top awards honoring her integrity, leadership, and business excellence.


Danielle M. Verderosa, SPHR, SHRM-SCP