We can help you through the purchasing process. Once you know exactly what to look for, submit a FREE quote request.

Then you can choose to speak with one of our Purchasing Advisors who can walk you through the process and handle any issues or questions that arise. Our Advisors provide these services and more:

• Verify your information and give an overview of the purchasing process
• Provide purchasing tips and send buyer's guides
• Provide supplier profiles and ratings
• Mediate issues with suppliers

Human Resources Outsourcing (HRO)

If you don’t currently have a human resources department in place, or your current staff could use some help with administrative duties, consider a Human Resources Outsourcing (HRO) firm.

An HRO firm can offer your business experienced professionals to handle various HR responsibilities such as payroll, hiring, and benefits. They help you to introduce best of breed benefits to your staff and keep you compliant with all state and federal laws. Best of all, you still maintain the final say in how your business is run.

HRO vs. PEO

One important thing to note: HRO is very similar to another HR-related service, Professional Employer Services (or PEO). Both offer immediate help for your administration, ways to streamline how your business operates, and discounts on benefits you may not have had before.

The one key difference is that PEO involves employee leasing. This means the PEO service becomes the employer of record for your company and leases your staff’s services back to you. Don’t worry. You’re still in charge of the business. But now you can take advantage of benefits discounts and other perks you wouldn’t have received before.

HRO offerings

With HRO, you can bring something entirely new into your organization, or supplement existing programs. Here are some of key benefits an HRO service can offer your business:

• Payroll: By far, the top reason companies seek out HR Outsourcing help. It includes standard paycheck processing, tax filings, direct deposit, wage garnishments, and end-of-year tax documentation.
• Regulatory compliance: This ensures full compliance with federal & state laws including all tax filings, corporate regulations, and official documentation about employer rights like minimum wage and overtime policies.
• Risk management: Full workplace safety policy documentation, training and safety programs, and compliance under OSHA regulations.
• Benefits administration: Since HRO works with so many different companies, they have access to the best available rates for benefits, employee retirement plans, life insurance, unemployment insurance, and COBRA. They can also help procure benefits for companies where it might have been difficult or too expensive in the past.
• Recruitment help: HRO can handle the entire process from listing the available jobs to doing preliminary screenings and more comprehensive interviews with applicants. They will also perform background checks and contact references. Ultimately, the HRO firm will be responsible for hiring new employees, firing inadequate employees, and developing compensation programs to retain valuable staffers.
• HR management: This involves creating internal documents, new hire and orientation packages, and employee handbooks for your entire staff.
• HR technology: To automate the HR process and forgo paper-based filing systems, HRIS (Human Resources Information Systems) provides intuitive software for your entire payroll and benefits integration needs. They can either use your existing software or bring their technology in house.

Is HRO right for you?

How do I determine if my company is a good candidate for HR outsourcing? Here are some key things to keep in mind:

Instant experience – When you run a small company, getting immediate help with internal structure and employee benefits is critical. You can’t leave it to an inexperienced staff member or a drastically understaffed HR department. With HRO, you avoid things like sexual harassment suits, wrongful termination, and lack of workers comp policy.

Online resources – HRO can provide a plethora of online documents, forms, and applications that employees can easily access without having to contact HR personnel.

Reduces administrative strain – Your company may want to take benefits and employee programs to the next level, but don’t have the resources to weigh the possibilities. With HRO, you can delegate those responsibilities to them allowing your current staff to focus on growing the business.

Saves money – This is probably the top concern of every small business that concentrates on keeping costs low. While hiring an HR director for your staff can run $100,000 or more for total compensation, you’ll pay considerably less for the same help from HRO. Keep in mind that you won’t get the same in-person attention so if maintaining a certain company culture is important, you may want to designate someone in-house for those responsibilities.

Anticipate changes – Employees can respond in different ways to change – both positive and negative. HRO reps help to limit the distractions by addressing these changes in order to help the business thrive. They can also provide insight for how to deal with employee concerns so you know how to address them.