By Donna Garon, Senior HR Consultant – Chesapeake HR Solutions
Finding Purpose in the HR Department of One
Becoming an HR Department of One was a natural progression for me. My early experience in the restaurant industry taught me to thrive under pressure, anticipate people’s needs, and communicate clearly, skills that have shaped how I approach HR today. Over time, I found my niche supporting small and mid-sized companies where I could see my impact firsthand.
Working solo in HR requires balancing responsiveness with strategy. It’s more than administrative work; it includes recruiting, compliance, training, and culture-building all in one. The variety, autonomy, and partnership that come with this role are what make it both challenging and rewarding.
The Reality of Thriving as a Solo HR Professional
One of the biggest misconceptions about HR Departments of One is that HR is primarily administrative. Something one person can easily handle. In reality, HR spans a wide range of responsibilities, including:
- Recruiting and onboarding
- Benefits administration and compliance
- Employee relations and investigations
- Training and development
- Policy creation and implementation
Solo HR practitioners manage all of this, often without the systems or team support that larger organizations rely on. Leaders sometimes underestimate not only the time and energy this requires, but also the level of expertise needed to manage it effectively and stay compliant.
Another misconception is that “HR slows things down.” That belief usually comes from viewing HR as transactional rather than strategic. When HR is involved early in business decisions, we:
- Set clear expectations
- Prevent costly missteps
- Create smoother, more efficient processes
- Build transparency and trust across the organization
A proactive HR function drives progress, rather than delaying it.
Building Structure and Early Wins
Structure and consistency are essential when you’re a department of one. I rely on a centralized project and task tracker to keep everything in one place: priorities, deliverables, vendor contacts, and timelines. It keeps me aligned with leadership and makes it easy to hand off projects seamlessly when a contract ends.
Even with digital tools, I always keep a notebook nearby for meeting notes and quick ideas. It’s a small but powerful habit that helps ensure nothing important slips through the cracks.
When resources are limited, I focus on low-hanging fruit. These are initiatives that can be completed quickly and have a visible impact. Early wins build credibility, show progress, and create momentum for more strategic, long-term goals.
Key focus areas:
- Improving efficiency
- Reducing costs
- Strengthening employee engagement
Regular communication is just as important. Sharing small updates and milestones keeps stakeholders informed and reinforces HR’s value to the organization.
Using Technology to Work Smarter
Technology is a force multiplier for solo HR professionals. For one client, I leveraged my ADP Workforce Now Certification to modernize their HR operations. The company was underutilizing its platform and paying for redundant vendors while relying on manual, paper-based processes.
By fully implementing ADP modules and consolidating recruiting, background checks, and benefits administration, we eliminated multiple vendors, saving thousands annually and reducing administrative workload by 40%. The shift to a digital workflow improved accuracy, compliance, and visibility across the organization.
A well-utilized HRIS automates routine administrative work and frees time for people-focused strategy. Collaboration tools like Outlook, Teams, and chat platforms also keep communication organized and efficient.
Even AI tools like ChatGPT have become a quiet productivity boost. I use AI to draft templates, policy updates, and announcements, saving time while ensuring accuracy and professionalism. Maintaining confidentiality always comes first, but when used responsibly, these tools allow solo HR professionals to work smarter and deliver more refined results.
When you’re an HR Department of One, technology is your virtual team.
Leading with Credibility
As the only HR voice in the room, credibility is everything. My goal is to advise, not dictate. This helps present leaders with options, explains the risks and benefits, and grounds every recommendation in best practice, building trust and influence.
Consistency between words and actions matters most. When leaders see that your guidance is reliable, fair, and aligned with organizational goals, they seek your input early and value your perspective.
For new HR professionals working solo:
- Build a strong network. Brokers, vendors, and peers are invaluable partners for troubleshooting and perspective.
- Remember “CYA”—Consult Your Attorney. It’s a lighthearted phrase, but sound advice.
- Seek feedback and give yourself grace. You can’t do everything at once, and that’s okay.
I highly recommend joining the Greater Baltimore SHRM Chapter’s HR Department of One group. It’s a great reminder that you’re truly not alone and there’s a network of professionals who understand the unique challenges of solo HR work and are always willing to help.
Key Takeaway
My HR philosophy is simple:
Follow the campfire rule: leave every person, team, and organization better than you found them.
Let’s Start the Conversation
At Chesapeake HR Solutions, we collaborate with executives and HR leaders across industries to transform reviews into strategic conversations that strengthen teams and drive growth. If you’re looking to refine your approach to year-end reviews, contact us for guidance.