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.








