Navigating the HR Seasonal Shift

Beaird Group
17 hours ago
3 min read

How Fractional HR Consultants Can Help You Prepare

As the vibrant fall fades, HR teams need to proactively address the shift towards to the busier holiday season. This transition involves more than just a change in weather; it impacts compliance, budgets, and pay equity, as well as employee morale and workplace culture.

An active approach is critical, and not all HR teams have the time to manage the many moving parts of this seasonal shift. This is where fractional HR consultants, like Beaird Group, can provide support — offering strategic insights and tailored recommendations to guide decisions during HR professionals’ busiest time of the year.

Fractional HR consultants assisting with seasonal planning.

Compliance Planning

While compliance planning occurs year-round, HR professionals should focus on year-end activities and preparing for the next year. For instance, HR can ensure payroll and tax filings are accurate for year-end reporting. Additionally, teams can monitor upcoming changes in federal, state, and local regulations for the new year and plan any necessary policy or procedure updates.

Key focus areas to evaluate:

Update company handbooks to reflect any changes in policies, procedures, or legal requirements that have occurred over the past year.
Review and revise all HR forms to ensure they contain current information, comply with the latest regulations, and effectively serve their intended purpose.
Check for updated employment posters that must be displayed in the workplace, as federal and state labor law notices are frequently revised.
Assess emergency preparedness plans to verify they address potential risks, include updated contact information, and provide clear procedures that employees can follow.
Review safety documentation to ensure compliance with current laws and best practices, including updating training materials, incident reporting, and workplace safety protocols.

In today's environment of increased regulatory scrutiny and employee awareness of their rights, HR's role as compliance guardian is essential to protecting both the workforce and the organization's bottom line.

Compensation & Budget Planning

Two other areas essential for HR leaders to manage for the new year are compensation and budget planning. Effective compensation planning ensures internal equity and external competitiveness while aligning pay structures with business strategy and financial constraints. For instance, in Illinois there are new responsibilities about pay transparency imposed by the Illinois Equal Pay Act in January 2025.

Budget planning allows HR to strategically allocate resources across the employee lifecycle—from recruitment and development to benefits and rewards—ensuring the organization can meet its workforce needs without overspending.

Strategic initiatives to consider:

Set compensation budgets and partner with Finance to forecast merit increases, promotions, and bonuses.
Conduct an internal pay equity analysis to identify and address potential disparities before finalizing increases.
Assess recent turnover and identify roles at risk to guide competitive pay decisions.
Evaluate incentive structures and bonus criteria to keep employees motivated and aligned with business goals.

Employee Engagement

It’s important for HR teams to acknowledge and recognize the potential impact of seasonal changes on employee mood and energy, including Seasonal Affective Disorder (SAD). By offering work-life balance and exploring options like flexible work schedules, staggered hours, or remote work arrangements, this can help employees manage personal and professional demands.

Employee engagement opportunities to consider:

Invest in team-building and social connection opportunities to strengthen relationships and create a sense of community.
Implement recognition programs that celebrate both big wins and everyday contributions, ensuring employees feel valued for their work.
Build a positive culture that emphasizes inclusion and belonging where diverse perspectives are welcomed.

By taking a proactive approach to compliance, compensation and budget planning, and employee engagement, HR can ensure a smooth transition from the fall season to the holiday season and new year.

Want to focus on your day-to-day people operations, but stay on top of all the moving parts within your organization? Beaird Group can:

Provide valuable surge capacity during peak periods, such as open enrollment, annual compensation reviews, or organizational restructuring.
Offer access to senior-level strategic guidance without the expense of a full-time executive hire.
Give an objective, outside perspective that can identify compliance gaps that internal teams might overlook due to proximity to existing processes.
Serve as a mentor and knowledge transfer partner, upskilling the internal HR team on best practices and emerging trends.
Bring a fresh perspective and specialized expertise in learning and development, organizational behavior, and change management.