Running a business is a team effort. You’ve got finance keeping the numbers in line, operations keeping things moving, and sales driving growth. But when it comes to people — the hiring, managing, supporting, and sometimes letting go, many organisations find themselves needing HR support for SMEs that don’t have in-house expertise.

Many small and medium-sized businesses reach a point where people challenges start taking up more time than expected. Performance issues, grievances, contracts, wellbeing, compliance. They all land on the desks of senior leaders who already have full plates.

The question is, who’s in your corner when those challenges get complex?

For many leaders, finding the right HR support for SMEs can make all the difference, turning people challenges into opportunities for growth.

 

The hidden pressure of managing people without HR expertise

In many SMEs, HR responsibilities are absorbed by finance, operations or office managers — not because it’s part of their job, but because someone has to do it. As teams grow, that “someone” often becomes the default HR contact, handling everything from holiday forms to grievances alongside their day job.

We’ve explored what happens when HR falls to finance in a previous article. But the broader challenge remains the same. Without dedicated HR expertise, people management becomes reactive instead of strategic.

Accessing professional HR support for SMEs helps ensure people management becomes proactive, structured and aligned with business goals.

A 2023 survey by HR Duo found that 64% of SMEs say keeping on top of all elements of HR is extremely challenging. According to ACAS’s latest reporting, more than 105,000 early conciliation cases were handled in 2022-23, many involving small and medium-sized employers. Early conciliation is the stage where ACAS helps resolve workplace disputes before they reach an Employment Tribunal, often issues that could have been prevented with timely HR advice and clear people processes.

The costs are real. According to the CIPD report Managing Conflict in the Modern Workplace (2020), UK employers spend an average of six days of management time dealing with each disciplinary case and five days on each grievance. For SMEs, that’s time pulled away from clients, strategy and growth.

Beyond the paperwork, it’s about feeling equipped and supported to make good people decisions. Without specialist input, decisions can be delayed or inconsistent. Sometimes leaders do what “feels right” rather than what’s legally or culturally right, and that’s where risk starts to creep in.

 

What a people professional brings to your leadership team

Having a people professional in your corner means gaining a trusted partner who helps you make confident, consistent decisions about your team. Working with external HR support for SMEs brings consistency and clarity to how your business manages people, whatever stage of growth you’re in.

A qualified HR consultant helps you:

• Spot risks early and handle them before they escalate.
• Build frameworks that make your people management fair and transparent.
• Align your people plans with your growth goals.
• Keep your policies, contracts and practices compliant and up to date.

But it goes further than process. People professionals bring perspective, helping you navigate sensitive conversations, manage restructuring, communicate change, and create environments where people want to perform.

Imagine a situation where a long-standing employee starts underperforming, or a new hire raises a grievance about workload. Without HR expertise, those situations can quickly become personal, emotional, and risky. With an experienced consultant in your corner, you gain a calm, impartial guide who can help you handle things correctly and protect both the individual and the business.

Many SMEs that partner with external HR professionals report feeling more confident about compliance and people management — and that confidence tends to ripple through their teams. When leaders are supported, their people usually feel it too.

Research from the CIPD shows that higher employee engagement is consistently linked to better productivity, performance and retention.

If you’d like to explore what working with a recognised professional looks like, you can also read: Why Accredited HRi Certified Consultants Offer Peace of Mind.

 

Why timing matters — getting HR support before it’s urgent

For many, HR support for SMEs tends to come in at the point of crisis: a disciplinary, a grievance, or a sudden resignation. But the biggest gains come when HR is involved earlier.

As your business grows past 10, 20 or 50 employees, the challenges evolve. You might be hiring more frequently, managing teams in different locations, or introducing new policies around flexibility and wellbeing. These are exactly the moments when having an HR professional in your corner pays off.

Independent research by NatCen Social Research prepared for ACAS shows that SMEs recognise the value of resolving workplace issues early, before they escalate into formal disputes. Early intervention can save management time, legal costs and disruption to the business. It’s been widely reported that the British Chambers of Commerce estimates UK businesses can face up to £8,500 when defending an Employment Tribunal claim, not including reputational impact or stress. Getting advice before problems develop is almost always the more cost-effective route.

Early HR support also strengthens culture. A consultant can help you shape onboarding that reflects your values, introduce fair performance reviews, or create wellbeing initiatives that support retention. Rather than firefighting issues, you start building systems that help people thrive.

 

HR as a growth partner

Strong HR foundations don’t just protect businesses; they make sustainable growth possible. As your business evolves, so do your people’s needs. From designing new roles to ensuring fair pay structures, external HR expertise gives your leadership team the strategic bandwidth to focus on the bigger picture.

A people professional can help you:

• Identify the capabilities you’ll need as the business scales.
• Benchmark salaries and benefits to stay competitive.
• Guide you through restructuring or expansion.
• Support leadership development and succession planning.

When HR has a seat at the table, even on a part-time or consultancy basis, you make better decisions, faster. Partnering with a people professional strengthens your leadership capability and brings sharper, more strategic insight to every decision.

 

Trust and credibility — choosing the right partner

When you’re outsourcing something as sensitive as people management, trust is everything. HRi, the UK’s professional body for independent HR and People consultants champions standards across the independent HR community. HRi Certified consultants have demonstrated those standards through a formal accreditation process, giving SMEs extra confidence when choosing HR support for SMEs they can trust.

Working with an HRi Certified consultant means working with someone who meets recognised professional standards and operates with integrity, confidentiality and care.

Learn more about HRi Accreditation and what the HRi Certified mark stands for.

 

Leading confidently with expert HR support

Every business faces people challenges — even the best-run ones. The difference lies in how they’re handled. When you have a trusted HR professional in your corner, you don’t just solve problems; you prevent them, protect your reputation, and build a stronger, more resilient team.

Whether your business is just starting to grow or already managing dozens of employees, expert HR support for SMEs is an essential of responsible leadership.

So, ask yourself: do you have a people professional in your corner?
If not, it might be time to find one. Start your search today in the HRi Directory of Accredited HR and People Consultants.

 

Author: Mary Asante | HRi