What "Good HR" Actually Looks Like in a Growing Business
Spoiler: It’s not endless policies or clunky processes. 
Good HR is people-focused, commercial, and built to support your growth.
Here’s what that looks like, at different stages of your business journey:
🌱 Early growth (5–15 people)
Clear employment contracts and policies (simple, but compliant).
Setting expectations: role clarity, values, how you work together. Basic wellbeing and recognition. Because culture starts now. A go-to person (often the founder) for people questions, ideally supported by expert advice.
🚀 Scaling up (15–50 people)
Leadership capability building.
Your managers need tools, not just instincts. Culture check-in: is what you say you value showing up day-to-day? Smarter recruitment processes. No more gut feel hires. Systems that help, not hinder (payroll, onboarding, policies that grow with you). Early signs of burnout or retention risks? Time to act.
🏢 Established, but evolving (50–100 people)
A real People & Culture strategy: workforce planning, leadership development, diversity & inclusion.
Culture embedded at scale. Not just posters on the wall. Managers confident having tough conversations. Proactive HR, not reactive: you’re leading, not firefighting.
The bottom line
Good HR isn’t a one-size-fits-all checklist. It’s about having the right foundations for your size and stage: balancing people, culture, and commercial growth.
Not sure where you sit? That’s exactly what The People Collab helps with.