If you’re a one-person HR team, first of all—let’s give you a virtual standing ovation. 👏 You’re the recruiter, the benefits specialist, the compliance cop, the payroll processor, the learning and development lead, and sometimes even the office therapist. No wonder your to-do list feels like it could rival a CVS receipt.
For many small to midsize organizations, one HR employee is all the budget allows. But the role comes with a lot of responsibility, and when everything falls on one set of shoulders, burnout can creep in fast. The good news? With the right tools and a few smart strategies, HR departments of one can not only survive—they can thrive. Let’s break it down.
- HR of One = superhero status: From payroll to compliance to L&D, solo HR pros wear all the hats. No wonder 63% report struggling to balance it all (SHRM, 2024). The trick isn’t more hours—it’s smarter systems.
- Onboarding without the all-day snoozefest: Digital learning playlists give new hires consistent, engaging training while saving you hours. Bonus: research shows strong onboarding improves retention by 82%.
- Compliance without the chaos: Laws change faster than TikTok trends. Let your content provider update training for you and use dashboards to track completion—no more spreadsheet nightmares.
- Training beyond “check the box”: Compliance is table stakes. Real ROI comes from offering bingeable microlearning in soft skills, leadership, and tech. Employees are 2x more likely to engage when they see personal value.
- Automate, blend, and market your L&D: Automate repetitive tasks, mix online + live training, and actually promote your programs.
Why HR Departments of One Struggle (And Why That’s Okay)
When you’re juggling everything, it’s easy to feel like you’re always behind. A 2024 SHRM survey found that 63% of solo HR professionals report struggling to balance compliance, recruiting, and training demands. Sound familiar?
The problem isn’t that you’re not capable—it’s that HR touches every part of the employee lifecycle, from job posting to retirement party. Without systems in place, you’re just spinning plates all day.
The trick isn’t working harder—it’s working smarter.
How an Online Learning Platform Shrinks Your To-Do List
Think of a modern learning platform as your extra set of hands (minus the overtime pay). By automating and streamlining, you free up time to focus on strategy instead of just survival. Here’s what that looks like in 2025:
- Onboarding without the chaos: Instead of marathon orientation sessions, send new hires through curated digital playlists that cover policies, culture, and role basics. Everyone gets a consistent experience, and you reclaim hours of your week.
- Always up-to-date compliance: Regulations change constantly. Let your training provider keep the content current so you don’t have to rewrite courses every quarter.
- Built-in tracking: No more chasing down spreadsheets. Dashboards and pre-built reports show progress, gaps, and benchmarks at a glance.
- Reinforcement that sticks: Microlearning + quick quizzes = better knowledge retention. That means fewer “Wait, is this phishing?” emails clogging your inbox.
Training Beyond Compliance (Because Your People Deserve It)
Yes, compliance is non-negotiable—but it’s not the only thing employees need to learn. A strong HR strategy includes both must-do and want-to-do training. Think:
- Soft skills and leadership (communication, feedback, emotional intelligence)
- Business and tech skills (Excel, CRM tools, AI fluency—yes, even HR should know AI basics in 2025)
- Safety and service training (because accidents and unhappy customers are expensive)
The best part? Off-the-shelf microlearning content makes it quick, mobile-friendly, and bingeable. Employees can complete a five-minute course between calls or while waiting for their coffee to brew.
The 2025 HR Department of One Playbook
So how do you actually put this all into practice without losing your sanity? Try this framework:
- Automate the repetitive stuff: Payroll, onboarding paperwork, compliance updates—if it can be digitized, do it.
- Build a blended learning strategy: Mix online microlearning with occasional in-person sessions for maximum retention.
- Market your training: Don’t just assign courses—explain the why. Employees are 2x more likely to engage if they see personal value.
- Ask for feedback early and often: What’s working? What’s not? Anonymous surveys help you fine-tune without guesswork.
- Find a trusted learning partner: HR of one doesn’t mean HR alone. Lean on experts (yes, that’s us!) to help design strategy and provide ongoing support.
The Big Picture
Being an HR department of one isn’t about doing everything yourself—it’s about creating systems that make HR sustainable, scalable, and strategic. With the right learning platform and some intentional planning, you can shift from being reactive (putting out fires) to proactive (building a culture of growth).
And let’s be real: your people notice when HR is running smoothly. From better onboarding to skill-building opportunities, your work sets the tone for retention, engagement, and even profitability.
So the next time you feel like your to-do list is eating you alive, remember: you don’t have to do it all the old-fashioned way. In 2025, smart HR pros work with technology, not against it.
Ready to turn your one-person HR shop into a well-oiled machine? Explore how BizLibrary’s learning solutions can help lighten the load and boost impact.
