When’s the Right Time to Hire Your First (or Next) HR Person?
Why HR should never be an afterthought – and how to time your people investments strategically
Hiring for HR isn’t just about plugging a gap – it’s about building a foundation. Whether you’re a fast-growing scale-up, an established business entering a new phase, or a company undergoing change, knowing when to bring in your first or next HR professional is crucial.
Too early, and the role may be underutilised. Too late, and you risk burnout, attrition, and culture damage. But get the timing right – and your HR team becomes a strategic asset that drives performance, trust, and long-term value.
Hiring your first HR person: the tipping points to watch for
There’s no perfect employee headcount that triggers the need for your first HR hire. But there are clear patterns and signals we’ve seen in hundreds of businesses that tell us when it’s time to move.
Signs it’s time to hire your first HR professional:
You’re over 50 employees, and line managers are spending more time firefighting people issues than leading their teams.
Onboarding is inconsistent, feedback loops are informal, and new hires are slipping through the cracks.
You’ve experienced your first grievance, conduct issue, or legal risk – and it highlighted gaps.
You’re planning to scale significantly and realise people strategy can’t be an afterthought.
You have a great culture but no one protecting or nurturing it as you grow.
According to a 2023 CIPD Start-Up People Trends report, companies with 50–100 employees who delay hiring HR see a 2x increase in attrition and ER cases compared to those who hire proactively.
What type of HR hire works best at this stage?
Look for a hands-on HR generalist or People Manager who is confident across multiple disciplines but can work autonomously, build processes from scratch, and influence founders. Strategic capability is key – but they must also be comfortable rolling up their sleeves.
When you’ve already got HR – but it’s not enough
Many growing companies fall into the trap of treating HR as a single-function role. But as complexity increases, so does the need for more structured capability.
Signs it’s time to hire your next HR person:
Your current HR team is reactive, under-resourced, or burned out
HR is spending more time on admin than adding strategic value
Leaders are asking for support on culture, engagement, DEI, or talent planning – but there’s no bandwidth to deliver
You have high potential people in the team, but no senior guidance or coaching
The business is entering a transformation phase (M&A, restructure, international expansion)
This is often the point where you need to consider function structure: Are you building a centre of excellence? Adding specialist roles? Uplifting to a Head of People or People Director?
At The HR Recruiters, we often help organisations assess not just who they need now, but who they’ll need next. Because when you plan for succession and scalability, you reduce churn and increase capability.
The consequences of getting timing wrong
Hiring too late can have a domino effect:
HR becomes a blocker, not a strategic enabler
Your culture dilutes as you scale
You lose top talent due to poor processes or unmanaged conflict
Line managers burn out trying to handle people issues unsupported
Hiring too early also has risks:
The role may not be scoped clearly
Expectations may be unrealistic for the maturity of the business
The hire may struggle to gain influence or impact
Our role is to help you find the right moment – and design the right role
How we help clients navigate this decision
We don’t just fill roles – we advise on workforce planning, HR structure, and cultural needs. Our support often starts before there’s a live vacancy. Here’s how:
Diagnostic ConversationsWe talk to leadership teams to understand pain points, ambitions, and readiness for HR investment.
Function ScopingWe help define whether you need a generalist, specialist, or strategic lead – and at what level.
Market BenchmarkingWe provide salary and role comparisons based on current market data, helping you position your offer competitively.
Culture Fit ProfilingWe assess not just the business needs, but the leadership dynamic, to ensure the hire will thrive.
When should you hire a Head of People or People Director?
This is one of the most strategic HR decisions a growing company can make. Here’s when it’s usually the right time:
You’re preparing for major scale or external investment
You need someone to lead a multi-person HR team
You want to move from tactical delivery to people strategy
You’re facing complex ER, DEI, or change management challenges
At this level, culture fit and leadership alignment become critical. You need someone who can work at the intersection of people, strategy, and influence.
Conclusion: The right time isn’t a date – it’s a signal
Knowing when to invest in HR is about listening to your business:
Are people issues becoming more complex?
Are managers stretched too thin?
Is culture growing, or straining?
Are you preparing for what’s next?
If the answer is yes to any of the above, it might be time to act.
At The HR Recruiters, we help businesses make that call with confidence. Because timing matters – but so does getting the role, the structure, and the hire right.
Not sure if now is the right time?
Let’s talk. We’ll help you sense-check the signals, define the role, and hire for what your culture actually needs.
