For startups and growing organizations, implementing a human resources information system (HRIS) can significantly improve operations, support compliance goals, and ease the burden on overstretched teams. But when is the right time to introduce one?
For many founders, especially those with teams under 20 employees, a dedicated HR function may not be feasible early on. Yet HR responsibilities still need to be addressed—often falling to founders, operations leads, or finance managers. Even without a formal organizational department, consistent HR practices remain important.
Beyond managing people, HR plays a foundational role in information security and compliance. From hiring individuals with ethical integrity to supporting onboarding, training, performance reviews, and policy acknowledgment, many activities are critical to meeting audit requirements under compliance standards like SOC 2, ISO/IEC 27001, CSA STAR, HIPAA, or Consumer Data Right (CDR) accreditation.
When Is the Right Time to Implement an HRIS?
Some startups outsource HR in the early stages, while others adopt HR software to streamline and scale their internal processes. Tools like BambooHR, Employment Hero, or similar systems can help centralize:
- Hiring and onboarding workflows,
- Policy and contract acknowledgments,
- Training and performance review tracking, and
- Documentation of roles, responsibilities, and organizational structure.
These features not only enhance your HR capabilities but also make it easier to meet compliance requirements—often at a lower cost than full-service security or GRC platforms.
If you’re pursuing a compliance framework and haven’t yet implemented an HRIS, now may be the time. A well-integrated HRIS can bridge critical gaps and serve as a key enabler for your internal controls.
How Can a HRIS Support a Robust HR Capability?
Most HRIS platforms offer onboarding support and prebuilt templates to help you get started. If your team has previously managed HR processes manually, migrating those activities into the system brings consistency, visibility, and audit readiness.
Use the following checklist to implement compliance-focused HR practices within your HRIS:
Step 1: Define your onboarding workflow.
Map out the onboarding process—from candidate screening to day-one tasks—using interactive checklists that assign ownership, deadlines, and sign-offs.
Step 2: Upload and link policies and contracts.
Store your employee handbook, policies, and employment contracts within the HRIS. Link these documents to onboarding steps so new hires can access and acknowledge them easily.
Step 3: Set up performance reviews and training.
Most standards require periodic performance reviews and security awareness training. Your HRIS may offer built-in modules or partner integrations. Set them up as recurring tasks and track completion.
Step 4: Maintain an organization chart.
Some HRIS platforms allow you to build and update your org chart directly. Others let you upload external versions. Keep it current as part of your onboarding and offboarding routines.
Step 5: Define the offboarding process.
Create a checklist for offboarding that includes IT access removal, return of equipment, and an exit interview. Documenting this flow ensures nothing slips through the cracks during employee transitions.
A modern HRIS can do more than support your people—it can help you build a compliant, resilient, and scalable business. Implementing a strong HR foundation is a great place to start if you’re considering SOC 2, ISO/IEC 27001, HIPAA, or CDR accreditation. To learn how an HRIS can support your compliance journey, contact us.
