When fall rolls around, so does a familiar challenge for many businesses: benefits open enrollment. It’s a critical time that affects every employee—but it can quickly become a paperwork nightmare for small to mid-sized companies without a dedicated HR team.

You’ve found the right candidate, extended the offer, and they’ve said yes. But your work isn’t done—not even close.

For many businesses, HR documentation lives in a mix of digital folders, outdated templates, and someone’s inbox from three years ago.

Growth is exciting—but it can also expose what’s missing behind the scenes.

If you’ve ever downloaded a “free” HR policy template or followed your payroll provider’s onboarding checklist to the letter—you’re not alone.

For many small businesses and growing teams, HR starts off as a shared responsibility—split between office managers, payroll processors, and department heads. And at first, that works. Until it doesn’t.

Let’s be honest—most job descriptions are either:

When it comes to HR, many businesses operate with good intentions and little follow-through.

Let’s be honest—every business has backlogs.

Compliance doesn’t wait for you to have the “perfect” HR department.

If your company is in growth mode, you’re likely juggling multiple priorities: hiring, compliance, systems upgrades, training, policies, and more.

As companies grow, onboarding often becomes one of the first areas to break down. What started as a friendly, informal introduction quickly turns into an inconsistent experience—varying by department, manager, or mood.