Leaving is Easier Than Ever! Historically, the decision to leave PEO was one only made at year-end. Why?
Because of how federal unemployment taxes work, businesses would often end up having to double-pay taxes whenever they joined or left a PEO midyear.

You probably want to be in a PEO to save money, avoid a cost increase, get better benefit options, such as professional HR support - or some combination of all these reasons!

Then you need to pay attention to this! Recent healthcare law changes have enabled emphasisHR to offer a benefits package that typically saves significantly compared to a PEO plan. And we provide much, much more than just HR support - we provide the equivalent of an in-house HR department....and at a lower cost than most PEO's.

Fortunately for employers, a new law has almost entirely eliminated that hiccup.

Sooner or later, businesses need to make HR a top priority. As startups grow into midsize companies, the list of challenges they face goes beyond what the one-size-fits-all co-employment model provides.

At this stage, your company isn’t just trying to stay afloat and meet compliance minimums—it’s beginning to take an interest in employee engagement, HR analytics, and strategy.

In other words, exactly what modern HR and HRO is all about.

Why Consider an HRO?

  • Peace of mind
  • Growth demands
  • Technology you just can’t match on your own
  • Improve employee engagement
  • Improve recruiting and onboarding
  • Keep your company brand
STEP ONE

1

Professional Audit

Human Resources Audit

A comprehensive method to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to assess compliance with ever-changing rules and regulations. An audit involves systematically reviewing all aspects of human resources. Let’s get started! We’ll review your strategies, compliance, technology, employee engagement, benefits, and payroll process.

STEP TWO

2

Comprehensive Plan

Comprehensive Plan

From recruitment to succession planning, the employee lifecycle is a complex chain of events, evolutions, and transitions. We craft a unique and personalized Engagement Map to help identify team players, initiatives, calendar events, annual projects, milestones and goals.

STEP THREE

3

Quick Onboarding

Quick Onboarding

The entire process is mapped out to take just 90 days from contract to complete functionality and at a cost that’s considerably lower than many less-complete, less-integrated options. The bottom line is that automating onboarding mandatories with an outsource HR partner like emphasisHR can clear the decks for more important cultural onboarding—though we are equipped to help you with that, too. Technology is the key to making stronger, more meaningful human connections in those crucial first few weeks. By automating the mandatories through an automated onboarding platform, everyone has more time to get to know each other.

Let Us Do the Work. Schedule a Demo Now!

Would you like to know how Emphasis HR can streamline your HR processes, deliver cost savings, and free up your time to focus on growing your business—just give us a call!