Separate recurring work from leadership work
Track interruptions for onboarding, payroll changes, benefit questions, records and basic policy guidance. Those tasks may be suitable for an outside service. Culture, staffing, compensation and sensitive employment decisions still need internal leadership.
Do not replace overload with vendor management
A vague scope can create more follow-up rather than less. Define responsibilities, response expectations, escalation and reporting before launch. Review whether the provider is actually removing work or simply adding another inbox leaders must monitor.
For related guidance, read problems HR outsourcing solves and HR outsourcing services.