Situation guide
Your first HR hire: the systems they will need in month one
Congratulations on hiring your first HR person. Their first 90 days are usually spent untangling spreadsheets and fixing compliance gaps. The right systems let them focus on people instead.
A 30-day HR audit
- Confirm every employee has a complete and correct Form I-9.
- Check worker classification for contractors and exempt employees.
- Verify state tax and unemployment registrations for every state with employees.
- Review the handbook and required state postings.
- List every HR tool, its owner, and its cost.
Systems to put in place
Most first HR hires want a single employee record, reliable payroll, simple onboarding, and a place to track leave. Performance and engagement tools can follow once the basics are solid.
Where to start
HRIS and Core HR
Your single source of truth for employee records
Read moreOnboarding
Offer signed to fully productive, without the paper chase
Read moreI-9 and E-Verify
Remote verification and audit-ready records
Read moreLeave and FMLA Management
Federal, state paid leave, and ADA accommodations
Read moreFrequently asked questions
What should a first HR hire focus on?
Compliance gaps, payroll accuracy, onboarding, and building trust with employees.
Should the first HR hire choose the HR system?
Ideally yes, or at least have a strong voice. They will use it every day.
Primary sources we checked
Ready to compare options?
Request quotes from vendors that fit your size and states.