Why Smart Organizations Outsource HR & Organizational Development

As a leader, you’re driving the vision, navigating the day-to-day, and constantly being pulled into managing people needs like hiring, culture, and team dynamics. It can be a lot, we get it.

We’ve been in rooms with leaders managing team challenges they didn’t have time to solve while wearing five other hats. Strong leadership starts with knowing your capacity — and when you need to support.

It’s one thing to wear multiple hats in an organization’s infancy, but once there’s growth, it’s critical for leaders to focus on the big-picture responsibilities only they can do, and delegate other aspects of the work, like implementing people strategies and HR infrastructure.  

In order to delegate effectively, one HR best practice we promote is making sure someone on your team owns the work of people strategy tools that support role clarity, performance, effective working relationships, and decision-making. To get the ball rolling with your organization, it’s good to ask:

✅ Do we have clear frameworks for how decisions get made?
✅ Do our managers know how to give feedback that builds trust and accountability
✅ Do we have structured, equitable hiring tools to guide our next hire?

When these tools are in place, teams move faster, leaders have more space to lead, and people are more likely to thrive. And if no one is building this–or if your HR team is stretched thin–that’s a signal it’s time to rethink how you resource this work. 

Today, there are more options to get the support you need besides waiting until you have capacity to bring on another full time hire. If you need help, outsourcing can be the right solution for you. 

Contact BFM – let’s talk about how we can be the partner for you, and see what’s possible together.