7 Proven Steps to Build a Strong Human Resources Function in Your Climbing Gym

Human Resources (HR) is no longer just about hiring and firing—it’s the engine that drives growth, culture, and performance. This is not merely a topic of importance for Silicon Valley. Climbing gyms with a strong HR functionality enjoy lower turnover, higher productivity, and greater profitability. In fact, research from the Society for Human Resource Management (SHRM) shows that companies with strategic HR practices report up to 22% higher productivity and lower absenteeism by 37%.

So how can your business build a high-performing HR department that contributes to long-term success? Let’s break it down step-by-step.

Step 1: Define the Purpose & Scope of Your HR Department

Before building anything, you need a blueprint. Start by clearly defining:

• What your HR team will handle (e.g., recruitment, compliance, benefits, employee relations, performance management)

• What outcomes you're aiming for (e.g., lower turnover, stronger engagement, legal compliance)

Best Practice: Make scoping out your HR function collaborative. Invite leadership in this stage to align HR goals with business goals and the needs of their department and team.

Step 2: Invest in HR Technology Early

Human Resources technology has evolved from simple payroll systems to dynamic platforms that support every stage of the employee lifecycle—from hiring and onboarding to feedback, performance, and career development. Here's how it plays a central role in building a happier, more engaged workforce:

1. Streamlined onboarding improves first imrpessions and gets employees up-to-speed faster.

2. Built in performance management tools can support feedback, reviews and documentations

3. Personalized learning & development paths can be a major unlock in engagement & retention

4. Employee self-service portals help improve productivity and empowerment

5. Data-driven decision-making around your most expensive asset (your people) can be unlocked with the HR tech

Step 3: Build a Rock-Solid Recruitment Strategy

You need the right people in the right seats. That means creating a process that:

• Defines clear job roles and KPIs

• Uses structured interviews

• Incorporates both skill and cultural fit

Step 4: Create a Culture of Continuous Development

Employees want to grow—and your business benefits when they do. Develop clear pathways for:

• Onboarding and training

• Upskilling and certifications

• Leadership development

Stat: Companies that offer professional development opportunities see 34% higher retention and 21% more profitability, according to Gallup.

Step 5: Prioritize Compliance and Risk Management

A single compliance misstep can cost your company thousands. Your HR team should be equipped to handle:

• Employment laws and regulations (local, national, global)

• Safety policies (especially in hybrid/remote environments)

• Internal investigations

Step 6: Build a Culture of Feedback and Recognition

Engaged employees are productive employees. A strong Human Resources function implements systems that encourage:

• Regular feedback (quarterly or monthly)

• Peer-to-peer recognition

• Annual performance reviews that lead to real growth

Insight: Recognition-rich workplaces have 31% lower voluntary turnover, per a Deloitte study.

Step 7: Measure HR’s Impact with Data

Finally, track your HR performance. Useful HR KPIs include:

• Time to hire

• Employee turnover rate

• Engagement scores

• Absenteeism rates

Use dashboards and analytics tools to visualize your HR outcomes and tie them to business performance.

Key Results of a Strong Human Resources Function

When HR operates as a strategic function, businesses benefit tremendously. Here's what strong HR can do:

Frequently Asked Questions (FAQs) From My Clients:

1. Why is HR important for climbing gyms?

Even in small teams, HR ensures compliance, fosters engagement, and supports scalable growth. Without HR, businesses risk legal issues and high turnover.

2. How many HR staff should a company have?

A general rule is 1 HR person per 100 employees, but this varies based on company complexity and technology usage.

3. What is strategic HR management?

Strategic HR aligns people policies with business goals. It's about planning workforce needs, developing talent, and driving company performance—not just handling admin tasks.

4. What’s the ROI of investing in HR?

High-performing HR teams can yield return-on-investment up to 250% due to better hiring, reduced turnover, and improved employee performance.

5. How often should HR update policies?

At least once a year, or whenever there are significant legal or organizational changes.

6. Can HR be outsourced?

Yes. Many companies outsource HR functions like payroll or compliance, especially in the early stages, but core functions like culture and leadership development are best kept internal.

Here are some real world results from my career resulting from a well organized HR function:

•  Improve HR response time by 300%, reduce recruiting time by 50% and employee turnover by ~20%.

• Vetted and implemented HR tech to drive productivity of ~240 hours and savings of $55K annually in administration.

Want these kind of results in your organization? Let's talk