Unlocking growth and resilience for your business
By Kayla Hardy, HR Senior Talent and Organization Development Professional, Wipfli
About Kayla
Kayla Hardy is a senior talent and organizational development professional at Wipfli with 15 years of HR experience across the financial, healthcare, and manufacturing industries. She holds dual degrees in business administration and HR management, along with PHR and SHRM-CP certifications.
A passionate advocate for leadership development, Kayla empowers others through strategic human resource practices and people initiatives. She has volunteered with the Central Dakota Human Resource Association (CDHRA) for over a decade, currently serving as president, and contributes at the state level on the North Dakota SHRM Council.
Running a business today demands grit, creativity, and constant reinvention. But amid the hustle of sales, operations and growth, one critical area often gets sidelined until it’s too late: human resources. Whether you’re a solo entrepreneur, leading a tight-knit team, or scaling without a dedicated HR function, understanding the fundamentals of employment compliance— and more importantly, how to nurture talent and culture—is essential.
Here’s what you need to know now to protect your business, support your team, and build a workplace that’s built to last.
Need HR or people services? Wipfli’s people services help organizations build stronger workplaces by aligning talent strategy with business goals. From part-time HR generalist support to compensation planning and organizational design, we offer scalable solutions that meet growing demands—especially for middle market businesses navigating complex workforce challenges without full-time HR teams.
Employment Compliance: Know The Rules, Avoid The Headaches
HR compliance isn’t optional, and “I didn’t know” doesn’t hold up in a Department of Labor audit. No matter your organization’s size, employment laws are always evolving-and all businesses, from startups to established enterprises, need to stay informed and prepared.
Key areas to stay on top of:
- Worker classification: Make sure you understand the difference between employees and independent contractors-misclassification is one of the most common (and costly) mistakes.
- State and federal leave laws: These can vary widely. While North Dakota doesn’t currently require paid sick leave, laws around family leave and protected time off continue to evolve nationally.
- Basic documentation: Ensure you have proper offer letters, 1-9 forms, and documented policies-even if your team is small.
- Wage and hour compliance: Make sure you’re following both federal and state requirements for minimum wage, overtime, meal/rest breaks, and recordkeeping. Even small missteps can lead to back pay claims or penalties.
- Workplace safety obligations: Even if you’re not in a high-risk industry, OSHA’S general duty clause applies. Have a basic safety policy, training plan, and a way to document Incident reporting.
- Anti-discrimination and harassment policies: Maintain a clear written policy, train staff regularly, and keep records of training. This protects employees and shows proactive compliance.
- Record retention: Know how long to keep personnel files, payroll records, and other HR documents. Retention periods differ for federal and state rules.
- Benefits and reporting requirements: If you offer health insurance or other benefits, make sure you’re meeting applicable ACA, ERISA, and COBRA requirements, as well as any reporting deadlines.
Grow A Business That Grows Its People
HR isn’t just about compliance-it’s a strategic lever for building a resilient, high-performing culture. Even without a big HR team, businesses can lead with intention and impact.
Here are five smart strategies shaping talent and culture today:
1. Accessible learning for all: Provide both short modules and facilitated classroom-style sessions to offer flexible and engaging options that accommodate diverse learning needs.
Try this: Share five-minute skilt videos or host monthly lunch-and-learns.
2. Think skills, not just titles: Job titles evolve fast. Focusing on skills helps you build agility into your tearn and keep people growing in the right direction. Try this: Map your team’s current skills and spot gaps to stay ahead.
3. Grow from within: Promoting or upskilling internal talent increases loyalty and performance while also boosting retention- people are much more likely to stay when they see real pathways to grow and advance within the organization.
Try this: Offer stretch roles or project-based opportunities before hiring externally.
4. Build culture with purpose: People want to feel connected to purpose. Fostering a sense of belonging and shared meaning helps everyone see the value they bring to the organization’s mission.
Try this: Celebrate wins, share impact stories and talk openly about your mission.
5. Experiment and evolve: Small tweaks can spark big changes. Viewing change as a set of experiments encourages continuous learning and keeps your organization adaptable.
Try this: Pilot mentorships, rotate team leads or test flexible work setups-then adjust based on feedback.
AI in HR: Use It Wisely
AI ia a powerful ally for HR-if used with care.
- Quick wins for HR with Al include:
- Draft job descriptions.
- Screen resumes (always review) .
- Spot HR trends.
- Create training materials.
Tip: Be apen about your Al use, especially for hiring, and double-check tor fairness.
Where To Turn For Help
You don’t have to go it alone. North Dakota off en several resources tailored to HR needs:
North Dakota Department If Labor Aid Human Rights
The North Dakota Department of Labor and Human Rights is a state agency responsible for enforcing labor laws, promoting fair employment practices, and protecting the rights of workers and employers across North Dakota. Its work spans a broad range of areas, including investigating wage and hour disputes, addressing discrimination and harassment complaints, administering state labor standards, and ensuring compliance with workplace safety regulations in coordination with federal agencies. The department also provides education, guidance, and outreach to help both employees and businesses understand their rights and obligations under state and federal law, fostering a fair, safe, and equitable work environment throughout the state.
North Dakota Small Business Development Centers (ND SBDC)
The North Dakota Small Business Development Centers (ND SBDC) is a statewide network dedicated to supporting entrepreneurs and small business owners through personalized advising, training, and resources. Serving businesses at every stage—from startup planning to growth and succession—the ND SBDC provides expertise in areas such as business planning, market research, financial analysis, funding strategies, and operational improvement. By connecting clients with local, state, and federal resources, as well as offering no-cost, confidential advising, the ND SBDC helps strengthen North Dakota’s small business community, drive economic development, and foster long-term success for
businesses across the state.
Local SHRM Chapters
Great for networking and education, even if you’re not an HR pro.
- Fargo
- Grand Forks
- Bismarck
- Dickinson
Top 3 Things You Can Do Today
Short on time? Focus here first:
- Review your basic HR documents (classifications, policies, offer letters, I-9 forms).
- Start documenting performance and development efforts—even simple learning goals or check-in templates help grow the people and the culture.
- Test one new talent or AI tool—whether it’s a training platform or a resume-screening tool.
HR isn’t just a compliance function—it’s a business driver. When you invest in smart employment practices, people development, and a strong culture, you’re not just avoiding risk, you’re building a foundation for long-term success.
And best of all? You don’t have to do it all at once. Start small. Be intentional. And remember, great workplaces don’t happen by accident; they’re built, one decision at a time.
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