Call HR!!! (Yes, Really.)
Scaling a media company - whether you’re building podcasts, churning out video, or managing a hybrid content operation - is one of the most energising parts of the journey. The audience is up, revenue’s rolling in, the team’s expanding… it’s all happening. With that momentum comes one unavoidable reality: managing people becomes a whole new job.
Deciding when to bring in proper HR isn’t just a tick-box decision. It’s a strategic move. I’ve seen this play out time and again - especially in creative companies that have scaled quickly. It’s not just a scale-up issue though. Big corporations can get it wrong too. I’ve encountered large businesses with hundreds of staff and big revenues appointing HR too late in the day. This enabled the growth of deep-rooted cultural issues, high staff turnover and mistrust of the leadership.
Getting proper HR in place isn’t about bureaucracy - it’s about future-proofing. Bring it in early, and that hire will become one of the most valuable strategic partners in your business. Don’t wait until it’s a clean-up job.
So, when do you actually call in HR? Let me share three clear signals I think can help you on this:
Business risk starts creeping in
Leadership bandwidth is completely maxed out
You need to hold onto (and grow) your best people.
1. Business Risk: Growth Screams For A People Strategy
Once you pass that 10 + team member mark, the informal ways of working start to be really challenged. Without some structure around people, you’re wide open - legally, culturally, and operationally. A knowledgeable HR resource will ensure that your business has the right policies and procedures in place to protect both your business and the employees, should the unexpected happen, such as an employee grievance, a case of bullying, mental health related absences, or worse.
You can quickly research with a quick glance at HR-related rulings from the last 5 years showing how easily growth businesses get hit without HR support and structures in place. A UK example, Coalo Limited were fined £134,400 - including £5,100 for unfair dismissal - after firing a plumber over WhatsApp without making reasonable disability accommodations for a back injury. No sickness policy, no Equality Act compliance, and no HR guidance. All of which could’ve been avoided (BTO Employment Law).
Each territory has their own specific employment laws, but without the relevant HR infrastructure you can still find companies falling foul of tough practice to implement without such support. In the UAE, creative founders often fall foul of labour documentation issues - contracts, visas, all the boring-but-vital stuff. Without HR oversight, it’s a legal minefield that puts your team and your business at risk (E-Minds).
And in South Africa, one company got hit with a R300,000 penalty for failing to implement an employment equity plan—again, a compliance miss that HR would’ve caught (CDH).
These aren’t “enterprise problems” - they’re scale-up problems. And in the creative industries, where your talent is the product, the risks are even sharper. Without a people strategy and a clear employer proposition, you’ll lose top talent to competitors - especially Gen Z, who, on record, expect purpose, clarity, and flexibility from the start.
When should you act?
If you’re operating across multiple regions or growing beyond 10 people, now’s the time. Whether it’s a part-time HR consultant or your first full-time hire, you need someone shaping policies, managing onboarding, and building a culture that retains talent and keeps you out of trouble.
2. HR = More Time to Lead (And Breathe)
If you’re a founder or creative lead, chances are you’re doing way too much. Hiring, mediating disputes, running payroll... It's a lot. And at some point, all of that admin starts eating into the hours you should be spending growing the business.
Here’s the reality: if you’re spending more than 10–15 hours a week on people issues, you’re not leading—you’re firefighting. You’re missing opportunities to pitch, sign deals, or push creative innovation.
I’ve watched media leaders get completely burnt out trying to “hold it all together.” The moment they bring in a real HR function—whether fractional or full-time - they get back their focus, and their sanity. They gain a critical business partner who’s not just handling the admin, but actively shaping the team and culture.
Even small things - like having someone own the freelancer pipeline or run performance feedback processes - can unlock huge amounts of energy and momentum.
3. You Need to Keep (and Grow) Your Best People
Let’s be honest: in the media, talent is everything. Your producers, editors, hosts, and social leads are the engine room of your brand.
And the competition for that talent? It’s intense.
I’ve seen this everywhere - from South Africa to the UAE, the UK to Australia. Creative professionals are mobile, ambitious, and in high demand - especially those with podcasting and video chops. If you’re not offering clear growth paths, real development, and a healthy workplace culture, they’ll leave. Some will burn out. Others will get poached.
An effective HR function helps prevent that. They design career pathways. They build in flexibility. They support wellness in high-pressure, deadline-driven teams. They make sure your salaries are competitive, and your team feels valued and heard.
When should you act?
If people are leaving - or if you’re struggling to attract strong candidates - it’s time. A part-time HR expert can work wonders in laying down the systems that help your team stick, grow, and thrive.
So... How Do You Start Without Going Overboard?
If you’re scaling, here’s how to build smart HR foundations without hiring a full team on day one:
Start Small – You don’t need a department. A fractional or freelance HR lead can build your basics: compliance, onboarding, and policies.
Use Tech – Applicant tracking systems and onboarding tools (many AI-powered) save time and reduce chaos. Perfect for lean ops.
Define Your Culture – Figure out your People Value Proposition. What makes you the place to work? Bake that into your job ads, your team pages, your onboarding. You have to live it.
Invest in Growth – Give your team ways to level up: online courses, mentoring, leadership pathways. Creative people crave progress.
Plan for Retention – Flexible hours, family friendly policies, career conversations, and mental health support are not “nice-to-haves.” They’re essentials.
Final Word: HR Is a Growth Enabler
No matter where you’re scaling - London, Dubai, Sydney, NYC or Joburg - growing your media business means growing your team. But without a people strategy, that growth can stall. Fast.
I’ve seen it over and over: the minute a founder brings in HR support, the business steadies. Culture strengthens. Teams stay longer. And leadership gets back to doing what they do best.
So if you’re scaling, don’t wait for HR to become a fire-fighting tool. Make it a strategic asset from the get-go. Build it into the business plan early. Build it well. And thank yourself later.
If you’d like support on a people value strategy that works for your business - let’s chat. Helping media leaders like you win is what we do best.
