What Tasks Is HR Responsible For?
Your HR Options
HR and the Size of Your Company
Business owners and entrepreneurs create their businesses for a number of reasons: to grow an idea, build and inspire a team, make a difference. But building a business has grown even more complicated, with changing federal and state regulations, payroll administration, and increasingly expensive benefits packages.
So what are your options, and when is your small business ready to take advantage of an outside HR service?
This eBook will walk you through the many options for handling outsourced HR, including using a provider like a Professional Employer Organization (PEO).
Curious what the book covers? Here’s an overview:
Human resources requires handling a lot more than payroll. HR administrators oversee a great deal of aspects of the company, including:
Securing and offering HR benefits
Hiring and growing teams
Maintaining HR operations
Ensuring compliance and legalities
This portion of the eBook will walk you through the commonly found duties of an HR administrator, with short checklists for each category.
Have you considered the various factors when selecting HR solutions in-house versus a national PEO? You’ll have to weigh the value of outsourcing many HR tasks, including:
Cost savings - What is your HR budget, and which option will be most cost-effective for you in the long-run?
Benefits - Which benefits matter most to your company, and how well can you secure them on your own versus through a PEO?
Compliance - Are you remaining compliant with laws such as the ACA, FLSA, COBRA, and employee classification?
HR tech - How are you managing payroll, compliance, and benefits? Do you have a modern interface or are you still shuffling lots of papers and files around?
Control - How much day-to-day involvement do you want in HR at your company?
What your company needs to manage your teams will vary depending on its size. We’ll walk you through all these different company sizes, and what HR needs look like at each stage:
2-10 employees
11-50 employees
50-150 employees
150+ employees
For example, while a company of 12 employees may focus more on compliance with a variety of team members, a company of 72 employees may be focusing even more on competitive benefits while laying the groundwork for a larger company.
There are other factors to take into consideration too, such as what kind of HR technology you’re looking to use.
Scale your business and build your team — no matter which way it grows. Access the tools, perks, and resources to help you stay compliant and grow in all 50 states.