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FAQs

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As a typical small business owner, you’re likely accustomed to personally overseeing all aspects of your business operations, including HR responsibilities. It’s common practice, with 54% of small businesses managing HR tasks in-house. However, entrusting HR duties to staff members who may need more experience in employee management is a prevalent challenge.


Research indicates that 31% of employees feel inadequately prepared for their roles. If your staff exceeds 20 members, delegating HR responsibilities to individuals from finance or operations may not suffice. Establishing your dedicated HR team can significantly enhance the employee experience and liberate your time to concentrate on core business activities.

At Real HR, we understand the critical role HR professionals play in managing a range of HR issues, from employee relations to motivation. Establishing your dedicated HR team not only guarantees adherence to employment regulations but also underscores the importance of prioritizing the well-being and safety of your workforce.

So, when should you consider bringing in an HR professional for your business? As your company expands, particularly reaching a staff count of approximately 50 employees, it becomes increasingly imperative to appoint an HR manager. Their expertise enables them to develop policies aimed at enhancing employee welfare and fostering engagement. The culture of employee satisfaction fostered by HR managers serves as a cornerstone for the success of small businesses.

Unlock the full potential of your workforce with the support of our Real HR team. Beyond addressing challenges like difficult employees and employee grievances, we excel at fostering an environment where your staff can truly thrive. This not only enhances productivity but also fortifies your employer brand, making it more attractive to top talent.


Here are several key roles that our HR department can fulfil to elevate your business:

  • Ensuring compliance with employment law
  • Hiring and retaining employees
  • Employee training and development
  • Compensation and benefits
  • Creating and updating employee handbooks and policies
  • Handling performance reviews
  • Employee experience and culture
  • Diversity, equity, inclusion and accommodation training
  • Onboarding and exit interviews

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