Consider the sustained workload, leadership capacity, employee support needs, operating complexity, and the level of internal ownership the company wants. Confirm specific legal obligations with qualified employment counsel.
It is senior People leadership delivered under a defined engagement scope. The right structure depends on responsibilities, continuity, availability, internal ownership, and company plans, not a single headcount rule.
Compare responsibilities, continuity, availability, internal ownership, and current costs. Choose the model that fits the work and the organization’s plans.
Founders may handle People responsibilities directly, alongside payroll or software providers. Review whether the workload, documentation, and decision-making needs still fit available leadership capacity.