HR Outsourcing an Ally for Overwhelmed Departments of 1

When someone says “HR outsourcing,” your immediate reaction might be panic because the future of your job is in doubt. Not so, says Hema Crockett, the co-founder of Gig Talent, a modern talent collective that connects vetted HR consultants and leadership coaches with organizations seeking a competitive advantage.

In an episode of the HRMorning podcast “Voices of HR,” Crockett emphasized that experts who get into HR outsourcing are typically former in-house HR professionals that just want to leverage their expertise across multiple companies. While they’ve done your job before, they don’t want your job and aren’t gunning for your job, she said.

“What they’re trying to do at the end of the day is make sure that the HR leader looks great, that they have the support that they need to fulfill their obligations, to meet their objectives, to focus on those things that they need to be focused on. They’re there to help as part of the team, not to take over the job,” Crockett said.

“When I was [an HR director], I used to have consultants. It was the only way to get things done. And quite frankly, I wasn’t the best at every single thing. None of us are. And so why not hire experts who are great at some of those things, and let them showcase their skill set, while really helping [you]?”

HR Outsourcing to Get Specialized Support

HR leaders today are juggling numerous responsibilities while also striving to stay ahead of evolving trends and regulations. Crockett noted that organizations frequently look to HR outsourcing for specific functions, such as:

• Compensation and performance management, especially during peak cycles like year-end reviews
• Learning and development initiatives, including designing L&D frameworks and facilitating training programs, and
• Leadership coaching.

Another example where HR outsourcing can be a godsend is if you suddenly have to comply with pay transparency legislation, like employers in Washington, D.C. will at the end of June and like employers in Maryland will at the beginning of October. HR can leverage external consultants to navigate the complex compliance requirements, while maintaining focus on core responsibilities. Paying a consultant now will probably end up being more cost-effective for the company than paying a regulatory fine later.

Who to Turn to for HR Outsourcing Help

When it comes to HR outsourcing, “there is no one better to vet someone in HR than an HR pro,” said Voices of HR host Berta Aldrich.

To identify HR consultants who excel in their craft, uphold high professional standards and prioritize client communication and relationship-building, you can borrow criteria from Gig Talent’s screening process:

• Are they an established legal business entity with a federal taxpayer ID (Can they fill out a W-9 in its entirety right away)?
• Do they carry appropriate licenses and insurance?
• Do they have 12 years or more of relevant experience?
• Do they have references you can contact?

“Have a chemistry call with maybe … two of these consultants or coaches. See who you gel with. … This is [the] chance to ask questions … on both sides. … Those chemistry calls are critical to make sure that … the HR leader feels that the skillset is aligned, that they’re going to be good partners,” said Crockett.

Real-World Impact

Crockett shared the story of a tech company that engaged one of Gig Talent’s consultants to lead an HR transformation initiative. The consultant’s extensive experience enabled her to quickly make a difference, rebuild the HR business partner function, serve as interim HR leader and help the company find its next CHRO.

HR outsourcing can help HR leaders gain fresh perspectives and lighten their workloads to drive transformative change.