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The Ultimate HRIS Guide for Early-Stage Startups

Global HR

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When you have a small team, keeping your employee data, tracking their PTO, or running payroll through a spreadsheet may feel like the easiest solution for workforce management.

However, startups often experience rapid growth and hire international talent to support them as they scale. As your global headcount increases and compliance requirements become more complex, workforce management through spreadsheets becomes confusing, inefficient, and risky.

Your safest bet is to manage your workers correctly from the very beginning with an HRIS. Even small teams can benefit from this approach, as HRIS allows you to scale quickly without doubling manual work or worrying about compliance.

Our guide for early-stage startups explains why it’s critical to implement an HRIS platform as soon as possible and how to choose the best software to meet the needs of your growing team.

Ready to simplify HR and focus on growth? Access the guide now.

Who will benefit from reading this guide?

This guide is for:

  • Startup founders who need to focus on growth, not HR admin
  • HR leaders at early-stage companies juggling compliance, onboarding, and payroll
  • Growing teams planning to scale globally and hire top talent
  • Anyone building a people-first culture and wanting tools to help their workforce thrive

If you’re running a startup and feel overwhelmed by manual HR processes, compliance concerns, or managing employee data across tools, this guide will show you how an HRIS can transform your operations.

The ultimate HRIS guide for early-stage startups: Guide overview

Learn everything you need to know about HRIS for startups. The guide covers the following topics:

  1. What is an HRIS for startups—Learn the essentials of HRIS and why it’s a game-changer for early-stage startups
  2. Common HR challenges startups face without an HRIS—Explore the inefficiencies and compliance risks that slow down growing businesses
  3. Key features to look for in an HRIS for startups—From payroll to onboarding, discover the tools that will make your life easier and your processes scalable
  4. How to choose the right HRIS for your startup: Checklist—A practical step-by-step guide to selecting the best solution for your team
  5. Think globally, even if you’re hiring locally—Understand the importance of global compliance, even in the early days of your startup

We also included expert advice and real-world examples of how an HRIS helps a fast-growing startup streamline HR. Get your HR operations startup-ready today.

FAQs

Startups need HR, especially as they begin to scale and hire more employees. HR functions such as recruitment, onboarding, compliance, and building a strong company culture are essential for early-stage businesses.

Startups can begin with a lean approach to HR by outsourcing certain tasks or using tools like an HRIS system to manage administrative work effectively until a dedicated HR team is established.

Yes, small businesses need HR to handle essential tasks such as payroll processing, benefits management, compliance with labor laws, and employee performance management. Even with a small workforce, HR is critical to creating policies, managing hiring, and maintaining a positive work environment.

While small businesses may not initially require a full HR department, having an HR professional or leveraging HRIS software can streamline processes and ensure the business operates smoothly.

In a small business, HR plays a pivotal role in managing workforce processes, from hiring and benefits administration to compliance and employee performance management. HR is responsible for defining clear policies, building a strong workplace culture, and ensuring employees have the tools and support they need to succeed. Additionally, HR helps founders align the workforce with business goals, maintain compliance with labor laws, and provide real-time solutions to workforce challenges.

Yes, startup founders can administer an HRIS, especially in the early stages of their business.

Modern HRIS software is designed to be user-friendly. It often includes features like employee self-service, PTO tracking, automated payroll processing, and compliance tracking, which save time and reduce administrative burdens.

By using an HRIS, founders can efficiently manage essential HR functions without needing a full HR department, ensuring they focus on scaling the business while maintaining an organized and compliant workforce.

For startups, the most important HR software to invest in is typically an HRIS. An HRIS serves as a centralized platform to manage essential HR functions such as payroll processing, benefits administration, compliance tracking, and employee data management. It’s a foundational tool that helps streamline administrative tasks and supports real-time decision-making, which is critical for startups operating with lean teams.

Beyond an HRIS, startups often benefit from investing in an applicant tracking system (ATS) for efficient recruitment and employee onboarding. These tools ensure startups can attract and hire top talent quickly while maintaining an organized hiring process. Additionally, employee self-service features within HR software allow employees to manage their own information, saving founders and managers time on routine tasks.

For startups focused on scaling, a versatile HRIS that integrates with performance management, talent management, and compliance tools ensures they remain agile while meeting workforce needs effectively. Prioritizing scalable and user-friendly HR software ensures startups can grow their teams without operational bottlenecks.

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