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Stop Doing Mundane HR Tasks
The administrative difficulties of running a business and hiring people are a heavy burden for business owners to manage while also trying to grow and operate their business. Though many of these tasks may seem mundane or unimportant, they are time-consuming and essential. Even researching the rules and understanding them—let alone applying them—is its own full-time job. It’s a lot for any business owner. If you’re feeling overwhelmed by it, you’re not alone.
What if you could grow your workforce without getting bogged down by employment compliance?
Imagine employing a team without the weight of complex employment regulations on your shoulders.
For Syndeo clients, we take on that administrative burden as your co-employer to handle mundane tasks that take you away from focusing on your business. Because of the nature of our work, we’re familiar with common pitfalls that many business owners might miss. We also stay current on employment regulations and understand the finer details to help keep our clients compliant.
This post explores some of the mundane tasks the Syndeo team can perform so you can get back to business. Things like:
While not a complete list of what Syndeo offers, these are the tasks our clients most often thank us for—because they free up valuable time, resources, and energy on work they’d rather not be doing in the first place.
The first documents we assess for clients are to ensure their I-9 employment documentation is completed correctly and on time. I-9 completion requires acute attention to detail to make sure that all the information matches, documents used for verification are not expired, legal authorization forms are noted, and all are completed within the designated timeframe allotted by the USCIS.
More than time-consuming, the repetitive nature of this task for every employee makes it easy to overlook small mistakes that lead to costly fines. When audits charge per mistake, avoiding menial mistakes becomes a high priority!
Our goal is to help prevent costly violations, fines, and other legal issues before they arise. Syndeo has specific processes and detailed professionals to double-check employers’ efforts to ensure accuracy and timeliness. We also know exactly how to make corrections to these documents consistent with USCIS compliance standards, so you have all the proper documentation in case of an audit.
Verifications are managed through our online human resources information system (HRIS). For errors that require correction by a manager or employee, Syndeo will download and email the pertinent form with explicit instructions on how to make the corrections according to the USCIS. Following these instructions is a must to ensure compliance.
To meet the required deadlines, our Syndeo team sends out a form stating a new employee’s start date and tracks the completion of each section. Section 1, for example, must be completed on or before the first day of employment. Section 2, which is completed by the employer, must be done by the third day of employment. While a minute detail, meeting these deadlines can prevent significant fines in the case of an audit.
After entering the new hire data, which is done manually, the entire tedious onboarding process—beginning with pre-employment—is tracked through the HRIS, automating the many tasks and auto-sending forms that must be completed. Each new hire creates an online account for the HRIS platform, which is the portal for many HR communications through employment.
We use advanced tools to stay organized, reduce confusion, and simplify follow-ups. By streamlining and automating communication throughout the pre-employment and new hire process—with platforms like Jotform and other innovative technologies—we make it easier to manage the high volume of hiring our clients need.
When a new client comes on board, updating job descriptions is probably the most mundane task that no one begs to do. Many new-to-Syndeo clients don’t have up-to-date job descriptions for every position, or if they do, their job descriptions might be missing important elements like physical demand or fit-for-duty requirements.
Having job descriptions that accurately reflect job requirements is essential—not only for legal compliance but also for setting clear expectations, supporting performance management, and guiding hiring decisions. Crafting effective job descriptions involves more than just listing duties; it requires thoughtful analysis of the role, task breakdowns, wage benchmarking, physical and mental requirements, and performance standards. At Syndeo, we offer the tools, templates, and hands-on experience to ensure your job descriptions align with both your business needs and industry standards. When you partner with Syndeo, you don’t have to start from scratch—we help you build strong foundations that support your workforce from day one.
Quality job descriptions created based on a well-informed wage analysis make creating job ads—what actually gets posted to attract top talent—much easier. Doing the extra research on the forefront can save busy managers and business owners time when it comes to writing attractive position postings that resonate with high-quality candidates.
Even though the research and writing of job descriptions can be laborious, their long-reaching effects in highlighting the opportunities and expectations offered by your company to acquire stand-out applicants can mean the difference between a good hire and a bad hire, which equates to saving time and money.
Dealing with conflict isn’t glamorous—it’s one of those everyday tasks that quietly shapes the health of your team. Preparation, clarity, and practice make it more manageable and less daunting.
When you are familiar with the compliance pieces—like ADA, risk factors, and how long an employee has been a part of the organization—you can get a full picture of most situations by asking the right questions. Handling similar situations day in and day out has sharpened our team’s ability to manage interpersonal conflict with objectivity—removing emotion from decisions and keeping conversations focused and constructive. This objective approach is especially valuable for managers who may feel uneasy navigating difficult conversations or resolving conflict.
Beyond that, our Syndeo team follows up with recommendations for our clients. And not just one. While most internal HR departments are equipped to make the best recommendation, we focus on giving multiple options based on the direction the client chooses to go. For each option, we outline the inherent risks and possible mitigations necessary to absolve them, constantly analyzing the advantages and tradeoffs of each path for every situation that arises.
Whether it’s dealing with progressive discipline and how to document it or handling employee terminations with dignity and respect, with Syndeo as your partner, you can rely on clear guidance based on 20 years of experience to help alleviate the situation in the most advantageous way for everyone involved. It is equally important to us to protect your reputation as an employer while doing the best for your employees, even when terminations are warranted.
It’s easy to underestimate the impact of the day-to-day administrative tasks of having employees. But when overlooked or mishandled, these seemingly mundane duties can quickly become major stressors, leading to costly fines, wasted time, and potential damage to your organization’s reputation. Most business leaders aren’t handling these tasks regularly, meaning they often have to relearn them each time—adding even more friction to the process.
At Syndeo, we offer white-glove HR support that goes beyond checking boxes. From tailored job descriptions built on smart, detailed wage analyses to proactive compliance measures to navigating employee conflict, we partner with our clients to take the weight of HR off their shoulders—so they can focus on growing their business.
To learn more about how you can pass off your mundane HR tasks, contact Syndeo today!
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Let us take on your HR functions so you can strive for greatness.
Contact us.
