Authored By: Sara E. Choate, SPHR, SHRM-SCP
The Challenge of Small Administrative Teams
If you work at a community bank or credit union, you probably know the drill: small team, big responsibilities. It’s not unusual for one person to be the HR manager, the payroll processor, and the “hey, who’s planning the staff luncheon?” person—all rolled into one.
Most of the time, those day-to-day tasks get done just fine. But when it comes to the bigger-picture HR items—like keeping the employee handbook updated or tracking new compliance requirements—it’s easy for things to slip through the cracks. Not because anyone’s dropping the ball, but because there are only so many hours in the day.
Annual HR Compliance Tasks Every Bank & Credit Union Shouldn’t Skip
Even if your team is small, there are a few HR tasks every bank and credit union should make a point to check off each year:
- Review and update the employee handbook.
Laws change (sometimes faster than we’d like). An outdated handbook can create confusion, or worse, liability.
- Hold an annual HR meeting with leadership.
Just one hour can go a long way. Use the time to talk about new regulations, talent retention trends, performance management, or benefits design.
- Stay on top of compliance alerts.
Employment laws have a way of sneaking up on you. Keeping an eye out for changes helps you avoid surprises.
- Post current employment law notices.
Those posters hanging in the breakroom aren’t just wall décor—they’re compliance requirements. Make sure they’re up to date.
None of these are glamorous, but they’re essential. They’re the quiet guardrails that keep your institution safe and your employees informed.
Why It Matters More in Banking
Banks and credit unions live in a world of rules and regulations. Falling behind on HR compliance isn’t just an “oops”—it can mean fines, employee complaints, or awkward conversations with regulators.
On top of that, your employees deserve clarity. A clear, current handbook or poster isn’t just about checking a box; it’s about helping your team feel confident they understand the policies that affect their work.
Lightening the Load for Your Team
Here’s the thing: your internal HR person (or the person who’s “HR plus five other jobs”) doesn’t have to do it all alone. These annual HR checkpoints can absolutely be handled in-house—but they don’t have to be.
Outsourced HR support can step in for the heavier compliance lifts—like handbook reviews, annual check-in meetings, or issuing alerts—so your team can stay focused on supporting employees and keeping the bank running smoothly. Think of it as adding an extra set of hands that specialize in the compliance and bigger picture HR strategy.
The Payoff
When you keep up with these annual HR tasks, here’s what you can expect:
- Less stress about compliance surprises
- Confidence that your handbook and postings are accurate
- A stronger foundation for employee trust and engagement
- Time back for your staff to handle daily duties and employee need
That’s not just good HR practice—it’s good business.
Support That Lightens the Load
If you’re working with a small team, the to-do list can feel endless. But staying compliant doesn’t have to be overwhelming. With a clear plan—and the right support when you need it—you can keep your bank or credit union protected, your employees informed, and your team focused on serving members and the community.
That’s exactly what our KPM Human Capital Solutions team is here for. We partner with banks and credit unions not only to manage the compliance-heavy, time-sensitive HR tasks—like handbook reviews, annual check-ins, and regulatory updates—but also to support leadership with broader HR strategy and priorities. From helping you navigate emerging workforce trends to shaping performance and benefits approaches, we provide the extra expertise your internal team may not have time to focus on.
If you’re ready to lighten the load and strengthen your HR strategy, connect with our KPM Human Capital Solutions team to start the conversation.