Getting HR fundamentals right for your growing business
It’s not uncommon for businesses to realise they don’t have a strong grasp of the ‘people piece’ as they scale and grow. Often, this happens unintentionally, with HR and workforce management evolving on an ad-hoc basis. But failing to establish solid HR fundamentals can limit growth opportunities and even put you at significant risk of compliance issues.
Whether it’s employment contracts, compliance training, or ensuring alignment with workplace policies, getting the basics right is critical. Here’s why the people fundamentals matter and how taking action today can safeguard your business future.
Why HR fundamentals are so essential
The HR function isn’t just about ticking legal boxes. It’s about creating the foundation upon which your business can grow - protecting your people, enhancing your brand reputation, and increasing overall efficiency.
When fundamentals like legally compliant contracts or proper on boarding processes are missing, businesses risk not only operational disruption but also potential financial penalties and reputational harm.
The risks of getting HR wrong
Mistakes in the people function can be costly. For example:
Misclassifying employees under the wrong award can lead to underpayment claims.
Neglecting to check work rights in Australia can result in fines.
Failing to address workplace policies around bullying or occupational health and safety leaves businesses vulnerable to legal challenges.
Perhaps even more concerning is the impact on your employer brand. Imagine being known as the company that dropped the ball on employee safety or fair pay. Protecting your reputation starts with getting your HR house in order.
The bare bones of HR fundamentals
While every business is different, there are key HR fundamentals every growing company should focus on to ensure compliance, support employees, and maintain operational efficiency.
1. Employment contracts and award alignment
A robust employment contract provides clarity and protection for both the employee and employer. But it doesn’t stop there.
Do your contracts align with relevant awards and categories?
Have you ensured appropriate pay structures and clause inclusions like offsets for overtime?
These aren’t just niceties. They’re essentials that protect you against disputes.
2. Compliance training and procedures
Did you know that compliance laws are constantly changing? For example, recent updates to sexual harassment legislation require businesses to review and renew their internal policies and procedures regularly.
Compliance training needs to be updated, too. Whether it’s occupational health and safety or anti-bullying protocols, a well-organised training schedule ensures your team is prepared and protected.
3. Payroll, superannuation, and benefits
Paying your people should be the simplest part of running a business, but complications often arise. Every business should have systems in place for:
Superannuation contributions
Worker’s compensation coverage
Accurate leave entitlements and payroll records
And don’t forget the importance of safeguarding employee data -privacy in payroll is both a legal and moral obligation.
4. Onboarding done right
Your newest hire’s first day is a crucial moment to align them with your organisation’s culture and values. But too often, first days are chaotic, with no clear plan or welcome in place.
Is your onboarding checklist thorough?
Are roles, responsibilities, and expectations clearly outlined?
Does your onboarding process make new team members feel valued?
When these elements are missing, retention suffers. Worse, it sets the tone for disengagement - something no business can afford.
5. Workplace safety and remote work policies
Safety goes way beyond the physical office. Stress and bullying protections, mental health support, and structured guidelines for remote working are part of maintaining a healthy workplace culture.
For example, when remote work spiked, many businesses failed to support employees or train managers on identifying signs of burnout. Policies should not only address these potential risks but also ensure employees feel supported in their work environment.
An evolving HR landscape
HR is not static - laws, employee expectations, and best practices are constantly evolving. This makes it vital to regularly review practices and check that your policies remain up-to-date.
For instance, businesses once treated occupational health and safety as primarily physical safety standards. Now, mental health and cultural safety carry just as much weight. Ensuring your processes reflect this shift is a must for compliance and engagement.
Get your HR fundamentals in place
When we strip it down, HR is all about protecting and empowering your business and its people. By setting strong foundations with elements like:
Legally sound employment contracts
Clear compliance training protocols
Effective on boarding and workplace safety policies
…you can avoid costly pitfalls while creating a thriving, high-performing culture.
Time for a health check?
If you’re unsure whether your business has the right systems or policies in place, it might be time for an HR health check. Through a tailored review of your current practices, I can help you identify risks and recommend the steps to align your HR approach with your growth goals.
HR doesn’t have to be complicated - when the fundamentals are taken care of, it enables you to focus on scaling your business.
Take action today
Want to find out how well your HR essentials are supporting your business growth? I’d love to help.
Book your health check here, and together, we’ll make your HR foundationally strong, future-ready, and perfectly tailored to your goals.