Remote HR Assistant – Adding Value to Your Business

Hiring a remote HR assistant or a virtual assistant has many benefits. For instance, such a person can assist your current human resources team if it lacks the workforce to complete tasks effectively.

More so, an HR remote assistant can help busy business owners complete their work by taking over their human resources management.

Another benefit is that delegating repetitive tasks to a virtual assistant will enhance your core team’s productivity.

On the other hand, if you can’t afford to hire an HR manager but need a human resource department, an HR virtual assistant is a cost-effective option.

There are various types of remote virtual assistants available. All of these help a company to boost its performance.

In this article, we will be discussing the top 5 human resource services for various companies.

The first is having an HR manager complete all the work. After that, critical HR services must be conducted.

1. The outsourced human resource manager

A human resource manager leads and directs the HR department’s core function. This includes hiring, interviewing, paying, and dealing with staff concerns about pay, staff benefits and leave, and sick leave.

Moreover, an HR manager will enforce the company’s practices and policies.

What are the HR manager’s supervisory responsibilities?

The core tasks or responsibilities can be summarized as follows: recruit, conduct interviews, onboarding new staff, and train new department staff.

Supervises the day-to-day workflow of the department.

Offers constructive and prompt performance evaluations. Manages the discipline and firing of staff in line with company policy.

How can an outsourced HR manager benefit your business?

A virtual HR manager will enhance the department’s administrative, strategic, and operational capacity.

This is because the virtual assistant is not permanently employed − the company might need to stay agile and offboard staff.

This staffing solution will enable agility. More so, a virtual assistant entering the role of an HR manager is an exception in human resources.

The staff member will be able to handle all the human resource functions, including drafting policies and their implementation. An HR manager will also adhere to the local statutory and labor laws.

2. Payroll processing

Processing the payroll refers to compensating staff members for work completed over time.

This includes calculating the net salary earnings, withholding any deductions, filing payroll taxes, and delivering payment.

Are you facing challenges with maintaining payroll records and looking to hire a virtual assistant for payroll processing?

It would help if you asked whether filling the role requires critical out-of-the-box thinking to manage the staff records, payroll data, and salary ledger.

If so, you should consider hiring a virtual assistant for your human resources department.

Doing so can promote compliance with global financial, accounting, and payroll standards. 

A virtual assistant specializing in payroll processing would enable you to reduce your time, allowing you to focus on your core tasks.

You can also save labor costs, and you need to experience no delayed payrolls or incorrect tax calculations leading to government penalties. 

How can a remote assistant assist with payroll processing? 

Payroll is laborious, multifarious, and labor-intensive in accounting and finance. This applies to multinational corporations with thousands of workers and startups with only a few workers.

Payroll is not just about salary −it includes various financial elements related to a staff’s work experience, incentives, deductions, taxes, bonuses, overtime, and more.

Bringing up-to-date, sustaining, and amending payroll records is essential for any business, regardless of size.

Why Hire a Virtual Assistant for Payroll Processing?

An efficient payroll is central for companies of different sizes to increase their management and optimize payroll processing.

Thus, hiring an experienced HR virtual assistant can help reduce the workload and time spent, increasing the team’s overall productivity.

Hiring a virtual assistant for payroll management means that all such processes can be completed more quickly, thus lessening the lag between the staff member’s hire and the first paycheck.

A remote human resource assistant can also aid with studying the payroll data and predicting staff turnover, trends relating to absenteeism, and seasonal hiring requirements.

3. Human Resource Audits

A virtual assistant can also assist with auditing to determine HR’s compliance status. The assistant will be able to make recommendations for future programs.

These include compliance with labor laws, best practices, and statutory and regulatory requirements.

The benefit of conducting an HR audit is that it can pinpoint where the systems and processes are working, the complainants, if any, and where attention should be placed.

Such can include ineffectiveness, gaps, and violations, which can all be corrected.

Why is a human resource audit important?

The main reason is that you protect the business from regulatory and legal complications when undertaking an audit. Also, an audit helps the team see where potential risks might be lurking.

The unit can address these issues while they are still minor to prevent legal action against the company. This means that the company would be saving money by being proactive.

An audit might also indicate areas where the work can be achieved differently. This does not imply wrongdoing; it merely demonstrates another way of increasing productivity and saving the company money. Many companies only understand the need to be proactive too late.

Businesses are often swamped, and so, too, are their HR departments. It is simply not always possible to accomplish everything. Adding extra help is vital in lessening the pressure and ensuring the systems work perfectly.

Failing to provide orders in the business admin can lead to financial risk if laws are not followed. For this reason, a voluntary HR compliance audit is suggested.

What are the different types of HR audits?

To recap, the main types of HR audits are as follows

  1. Compliance. Emphasize how well the business complies with current federal, state, or local laws and regulations.
  2. Best practices. Assists the business in enhancing or maintaining a competitive lead over the competition by equating its practices with rival companies, which are seen as having excellent HR practices.
  3. Strategic. Concentrate on the weaknesses and strengths of processes and systems to conclude whether they work with the business’s human resource department and strategic plan.
  4. It is function-specific. It centers on a precise area of the human resource function, such as payroll, record retention, or performance management.

4. Training and Development

At the core of HR processes are the development and training of staff. A virtual assistant can assist with the movement by permitting staff to complete the onboarding steps.

The VA can help new staff members with staff policies and procedures. This is very important, especially for the first three months of employment.

The new member will understand the company better, and the onboarding process will be speedier and more successful. A remote assistant can also help develop the staff members’ skills and, thus, their overall performance.

This can be done by identifying the staff member’s skill sets, weaknesses, and strengths. Additional support through training can be provided to help the employee overcome their weaknesses and build on their strengths.

This upskilling and reskilling is also helpful if the company wants its staff to remain agile. However, for this to be effective, the staff and HR department should have an open flow of communication.

5. Performance Management

A performance management system is suggested to determine the staff’s effectiveness. However, how does your business measure staff performance?

Are your objectives clearly defined based on your business goals? In addition, how does this relate to the individual’s own goals?

To grasp an employee’s performance means to create a culture in which the individual can bloom.

This is not meant to control or restrict a staff member, but to encourage them to be more at ease with themselves and thus to do more.

Unfortunately, some staff members do underperform. Such members can, for instance, be placed with the best performers who can mentor and help them to develop.

If this does not work, the member risks elimination from the team. However, rectifying behavior sometimes involves training. 

Some people perform better if rewarded. This could, for instance, be a bonus for achieving targets.

What are the other benefits of a performance management system?

If the company lacks a human resource department, it would be best to introduce this immediately. If the company has a department, this introduction might cause some tension; nevertheless, it will help to boost productivity.


A business can boost productivity by investing in its HR department. In most cases, hiring onsite staff is not a possibility. However, outsourcing allows a company to hire great talent at a fraction of the cost.

A company can save up to 70% on business overheads just through outsourcing. A company can select from three options:

  • Outsource the whole department and its function to a third-party company
  • Outsource the HR management role to a virtual assistant
  • Hire a virtual assistant to assist the HR department. 

The choice will depend on the needs and goals of the individual company. If you are not 100% sure about your next step, we recommend you speak to our outsourcing expert. Book your complimentary call today.

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