Whether your HR services are delivered by an in-house team or by an experienced team of HR experts at a consulting firm, the fact of the matter is that your organization can and will benefit from good HR. But the costs of getting HR support often seem too high. That’s one reason that employers are looking toward the virtual human resources department. The benefits of a virtual HR department are many; here are just five reasons your firm should consider moving HR into the virtual world.


Today’s businesses operate in a world where it is no longer necessary to be physically present in the location where you’re doing business. The internet has made video conference calling and work-from-home solutions increasingly viable. Other businesses operate in several locations at once; the head office may be in New York, while satellite offices operate in Toronto and Vancouver. Obviously, HR can’t be everywhere at once—or can they? With a virtual HR department, physical location is no longer an issue. Your HR staff can deliver quality HR service from wherever they are to wherever you need them to be.


Another huge benefit of a virtual human resources department is that it reduces overhead costs. While you may still have one or several office locations, you may not need to have HR personnel on-hand at each physical location. That could mean your HR staff can be leaner, with fewer individuals delivering service from a centralized (virtual) office to the rest of the firm. It also means that you need less physical office space for your HR staff, and you may not need to pay travel costs for HR staff who need to make visits to satellite offices since they can simply visit the office virtually.


As businesses look to do more with less, it can be quite challenging to keep HR’s integrity of service at a high level. Cuts to the HR department may mean fewer people on staff with an increased workload. That’s why some businesses are looking to virtual HR as one way of combatting this situation. With a virtual HR department, employees are encouraged to self-service more by connecting directly with HR services. That often allows them to by-pass the HR middleman. It also means tasks like payroll can be automated with ease, which can help alleviate workload pressure in the HR department. Best of all, this means your HR department can do more with less—without being overwhelmed.


When most people think of employee performance reviews, they typically think of a once-a-year meeting where the employee is “reviewed” by HR and management to assess their work. But what if you could make employee review an ongoing process instead? Chances are your employees would feel more engaged and motivated because they’re receiving ongoing feedback about their performance, as well as where and how they can improve. It could also allow your firm to spot problems sooner and work with employees to correct them. With virtual HR departments, the ongoing review process is a reality, not a dream—and that means you’ll have more engaged, satisfied employees working for you.


For many employers and employees alike, the human resources department has always been something of a “middleman.” While HR’s work can often seem tangential, with HR personnel called in only when there’s a conflict or staffing issue, the truth is that much of HR’s work is integral to a business and how it operates. After all, if HR isn’t onboarding employees properly or is taking too long to recruit, your business will face staffing and training challenges that could impact your productivity—and the business bottom line. With a virtual HR department, HR services and functions can be better integrated across the business, allowing HR to better serve other departments—and perform their integral functions with more efficiency.

Felicia Smith

Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.

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