LME 065 – When “Just HR” Isn’t Enough Anymore


Today, I want to talk about something many growing companies underestimate: The real role of HR.

Up to around 50 employees, things somehow still work. The founder hires people, does the onboarding, even handles salary reviews.

But once you pass 50 and especially when you reach 100 that approach starts to fall apart.

When "Just HR" Isn't Enough Anymore

When “Just HR” Isn’t Enough Anymore

How HR Usually Starts

Here’s how it often goes: The founder knows everyone. Every customer, every employee, every number.

And at some point, they think:

“I need someone to take care of all the people stuff.”

So they hire someone, often a trusted person, maybe even a family member. That person manages contracts, recruiting, and vacation tracking.

But strategically? Nothing happens.

HR becomes an administrative department, not a strategic one.

When HR Has to Evolve

Once your company grows beyond 100 employees, everything changes. You now have multiple teams, new layers of management, and more interfaces between departments.
And that complexity creates friction and conflict.

It’s no longer just about who works here. It’s about how people are led, developed, and retained. And the CEO can’t handle all that anymore.

That’s when HR needs to step up. Not as a secretarial function but as a strategic partner.

HR has to make sure the right people are on board. That leadership works. And that the company can grow without slipping into chaos.

HR Supports Leaders. It Doesn’t Replace Them.

There’s one rule that’s really important here: HR should support leaders, not replace them.

But too often, that’s exactly what happens. A manager has an underperforming employee and says:

“HR, can you handle that conversation?”

That’s convenient, but wrong.

Leadership stays the leader’s job. HR can coach, prepare, and make sure everything’s compliant.

But the tough talk? That’s up to the manager.

Otherwise, they lose authority. And employees lose trust.

Where HR Should Lead

Of course, there are areas where HR should take the lead.

For example:

  • Policies and processes, things like working hours, remote work, and compensation.
  • Compliance and employment law.
  • Organizational development and company culture.
  • And bigger change or transformation projects.

In these areas, HR needs to bring structure, professionalism, and a neutral perspective. That’s where HR leads together with executive management.

What Great HR Looks Like

Good HR isn’t about fancy forms or polished PowerPoint slides. It’s about results.

  • Low turnover.
  • Engaged, motivated employees.
  • Clear leadership processes.
  • Smooth onboarding.
  • Fair and legally sound procedures.

And a company culture that’s actually lived, not just written on posters.

When HR gets that right, it’s not a cost center anymore. It’s a growth driver.

HR’s Most Important Role: Building Better Leaders. The most important role of HR is not to put out fires. It’s to develop leaders.

Because many managers in growing companies are specialists who suddenly find themselves leading people without ever learning how.

That’s where HR can make a real difference. By providing practical tools. And by helping leaders grow systematically.

The Leadership Crash Course

That’s exactly why we created the Leadership Crash Course: a practical online program that helps new and experienced managers master the real essentials of leadership.

In just 30 days, they learn how to communicate clearly, delegate responsibility effectively, and lead their teams to lasting results.

For HR, the benefit is clear: You build a consistent leadership standard across the company. You give your managers the tools and confidence they need to lead without adding more training workload to your HR team.

And you reduce conflict, turnover, and frustration by strengthening leadership where it really matters on the front line.

The course can be implemented flexibly either as a self-paced online program or as a hybrid approach that combines the Crash Course with live online workshops and optional 1:1 coaching sessions.

If you work in HR and want your managers to lead with clarity, consistency, and humanity, send a short email to info@berndgeropp.de.
We’ll schedule a call and explore how we can help you strengthen leadership throughout your organization so HR can focus on strategy, not constant firefighting.