Sep 29, 2026 · 53 min · 14 segments
This episode explains why so many HR teams spend most of their time on transactional work like payroll, compliance, and data cleanup instead of strategic priorities like culture and talent. A longtime…
A lot of HR teams say they want to be strategic, right? But if you look at how they spend their actual time, most of it is operational and reactive.
From your vantage point, what are you getting or what are we getting wrong about how HR work is designed in the first place?
First of all, outsourcing is a great place to go because you got to... transactional HR from your strategic, walking the floor, talking to human beings.
You know, a good example of one of my past is a professional employer organization or a PEO.
So a good outsourcing partner where they're We don't go direct to small client.
We mainly do business with those types of providers who provide HR services, because that's my background and who we are.
And it leaves almost no time for them to think about who their people are, where they're going.
Because when you free up four hours of somebody's time, you've got to put it elsewhere.
they don't always consider what they can do with that extra time and have them do higher level activities.
So how if an HR team is feeling overwhelmed, right? what is the first place they should look at to identify what they can and should outsource, right? Because I think there's a million different things that they're doing on a given day, but how can they tell what to focus on and what they're going to get the best return from by outsourcing?
Yeah, I will jokingly tell you the things that are in Excel spreadsheets definitely shouldn't be internal anymore.
A lot of HR teams say they want to be strategic, right? But if you look at how they spend their actual time, most of it is operational and reactive.
From your vantage point, what are you getting or what are we getting wrong about how HR work is designed in the first place?
First of all, outsourcing is a great place to go because you got to... transactional HR from your strategic, walking the floor, talking to human beings.
You know, a good example of one of my past is a professional employer organization or a PEO.
So a good outsourcing partner where they're We don't go direct to small client.
We mainly do business with those types of providers who provide HR services, because that's my background and who we are.
And it leaves almost no time for them to think about who their people are, where they're going.
Because when you free up four hours of somebody's time, you've got to put it elsewhere.
they don't always consider what they can do with that extra time and have them do higher level activities.
So how if an HR team is feeling overwhelmed, right? what is the first place they should look at to identify what they can and should outsource, right? Because I think there's a million different things that they're doing on a given day, but how can they tell what to focus on and what they're going to get the best return from by outsourcing?
Yeah, I will jokingly tell you the things that are in Excel spreadsheets definitely shouldn't be internal anymore.
The rest of this transcript — segmented and speaker-labeled, so you land on the exact moment something was said
Search every transcript — by keyword, by phrase, or by meaning, across every show Radar indexes
Trends — what is surging across podcasts, measured against its own baseline
Alerts — when a name you follow appears in a newly indexed episode
No account is needed to search Radar.