---
id: KB-CR-009
url: https://app.codecontract.io/help/use-cases-by-role/if-you-run-hr-in-a-small-company
idioma: en
categoria: casos-por-rol
subcategoria: rrhh
audiencia: usuario
nivel: intermedio
actualizado: 2026-08-13
tambienEn: [es]
relacionados: [KB-CF-007, KB-CF-004]
citadoPor: [KB-CR-003]
---

# If you are the whole HR department

_Onboarding, amendments and training for a hundred people with no team behind you._

**Responde a:** handle employment paperwork single-handed · get the whole workforce to sign amendments · track mandatory training · hr tools for a small company

The problem with running HR in a mid-sized company is not difficulty: it is the volume of small things only you can do, all with deadlines, none delegable. Three of them can stop being manual.

## 1. Onboarding

Contract, paperwork and first-day training are always the same. Built as a process, the person receives it on accepting the offer and arrives fully signed up.

## 2. Sends to the whole workforce

An agreement amendment for a hundred and twenty people is one send, not a hundred and twenty. And tracking tells you who to phone, instead of cross-checking a list by hand.

## 3. Training that expires

Health and safety, food handling, role-specific risks. Marked with their expiry, they warn two months ahead instead of surfacing in an inspection.

| What eats your time today | What it becomes |
| --- | --- |
| Chasing onboarding paperwork | The process chases; you phone the two outstanding |
| Sending amendments one by one | One send and a list of stragglers |
| Keeping count of training | A warning that arrives on its own |
| Finding someone's 2021 contract | A search |

> [!IMPORTANT]
> This handles identity documents, payslips and health data: ask for the minimum, store it where only you and the right people see it, and do not leave it circulating by email. It is the area where a slip has the most consequences for specific people.

> [!NOTE]
> If you start with one thing, make it onboarding: it repeats most and moves the most paper per person.

**Can someone sign before they start?**

Yes, and it is recommended: contract signed before day one.

**What about people without a work email?**

Send to their personal address or by SMS.

**Can each manager's view be separated?**

Yes, by team. One area head has no need to see another's payroll.

## Ejemplos

**An HR manager handles 130 staff single-handed.**

- Builds onboarding as a process
- Sends the annual amendment as one batch
- Marks training with expiry dates

→ Gets back the September week that used to disappear entirely into the agreement amendment.

**One person handles all HR and cannot keep up.**

- Automates the requests that repeat

→ Time goes on what needs judgement.

**Onboardings arrive on the person's start date.**

- Launches the process when the contract is signed

→ Onboarding is prepared in advance.

**Documentation expires unnoticed.**

- Records expiries per person

→ The warning arrives with room to act.

**They go on holiday and everything stops.**

- Keeps the file accessible to the team

→ The work does not depend on one person.

**An inspection asks for the workforce's documentation.**

- Checks each person's file

→ The handover is prepared in minutes.