I’m overworked! How many employees should one HR person have to keep track of? — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

I’m overworked! How many employees should one HR person have to keep track of?

Get PDF file

by on
in Human Resources,The HR Specialist Forum

We’re finally hiring again, which means our department of three is handling the HR needs of a company with 700 employees. There used to be more of us, but guess what—two HR jobs were eliminated in 2008. I’m trying to make the case that we need to hire at least one more HR professional, as we’re expecting to add at least 25 other positions this year. What’s the best ratio of HR staff to employees?—Jeannette, Mass.

See responses below

{ 3 comments… read them below or add one }

Tabatha June 4, 2010 at 5:52 pm

one hr per 100 employees is what I’ve heard.


Tired May 31, 2010 at 4:08 pm

I have the same question. We have approximately 70 employees but they are shared by six separate companies – many are employees of at least two and some by all, making our total SUTA count just under 200. HR is just one aspect of my job and I do payroll, including commissions calculations, all benefits administration, etc. It is incredibly overwhelming, especially considering the fact that I have numerous other responsibilities. I would love to have some concrete statistical evidence that my position should be split to create two separate positions so that I am solely responsible for HR, payroll & benefits.


Kelly May 26, 2010 at 12:00 pm

Good Question. But to find an answer you’ll need to elaborate. What services does your HR organization provide? Recruiting… Benefit Mgt… EE/Mgt Training-Development… Union contract mgt… HRIS administration… payroll… etc. etc. etc? With the answers to these questions you can put together a business case comparing the cost of another HR professional versus outsourcing a service. This in conjunction with logs of paid and unpaid OT hours worked by your department (i.e. EE burnout/turnover) can make a persuasive business case for an increase in staff.


Leave a Comment

Previous post:

Next post: