Posts

Image of our Wheel of HR Services, with a focus on Employee Relations.

Finding the Right HR Solution: PEO and Outsourced HR Pros and Cons

Man standing between two doors trying to make a decision

HR Question

As a growing employer, we are looking at options for human resources support. I have had a few colleagues recommend using an outsourced HR option, such as PEO, ASO, or HRO. What are those services and what things should I consider when trying to determine what is best for us?

HR Answer

As you scale, it is essential to have a robust HR system in place to manage payroll, benefits, compliance, and employee relations. Not all PEO, ASO, or HRO companies operate in the same way, so it is essential to understand the different options to choose the best fit for your organizational needs. Here is a brief summary of those types of HR services, including the pros and cons of each option, as you consider what is best for your situation.

What Is PEO (Professional Employer Organization)

A Professional Employer Organization is a comprehensive HR outsourcing solution where the PEO becomes a co-employer with your company. This means that you can offload many of your HR tasks while retaining control over the day-to-day management and operations. Examples of tasks that can be offloaded include:

  • Payroll processing
  • Benefit administration
  • Compliance
  • Onboarding and offboarding

The Advantages of a Professional Employer Organization

  • PEOs ensure that your company follows employment laws and regulations, reducing the risk of legal issues, as they have a share in liability.
  • PEOs often provide access to more health insurance, retirement, and workers’ compensation options due to their larger pool of employees, which can lead to cost savings and improved employee satisfaction.
  • PEOs usually take over several administrative tasks, allowing you to focus on strategic business activities.
  • PEOs handle payroll taxes and issue W2s to employees under the PEO’s Federal ID.

We see many organizations join a PEO for specific business needs. For example, a number of our clients join a PEO to obtain better group insurance rates, while others have done it to control their workers’ compensation costs.

Some Potential Cons to a PEO Arrangement Include the Following

  • Loss of autonomy to make your own policy/procedure/benefit plans
  • Employees are unclear about who their actual employer is.
  • Perceived lack of responsiveness to your employee’s issues.

What is an Administrative Service Organization (ASO)

An Administrative Service Organization offers similar services to a PEO but without the co-employment arrangement. Your company retains full control over your employees, while the ASO handles administrative tasks such as payroll and benefits administration.

The Key Benefits of an Administrative Service Organization Include:

  • Since there is no co-employment relationship, you have even greater flexibility in managing your workforce and making HR decisions.
  • ASOs can be more cost-effective than PEOs because they offer à la carte services, allowing you to choose only what you need.
  • ASOs can scale their services as your company grows, ensuring that you have the right level of support at every stage.

Some Potential Cons to an ASO Arrangement Include the Following:

  • Unlike a PEO, there is no co-employment, so liability for HR issues remains with the employers.
  • Employers do not have access to the group ratings for group insurance or workers’ compensation that a PEO allows.
  • Most ASO groups focus on administrative work and are not strategic in nature for long-term strategy and growth models.

What Is HRO (Human Resource Outsourcing)?

Human Resource Outsourcing involves outsourcing specific HR functions or the entire HR department to an external provider. This option gives you the flexibility to choose which services to outsource, such as recruiting, employee training, or performance management. The key benefits of an HRO include:

  • HRO allows you to tailor the HR services to fit your company’s precise needs and budget.
  • HRO permits significant customization so you can outsource a very specific task or an entire function – your choice!
  • HRO providers bring specialized knowledge and expertise to the table, which can enhance the effectiveness of your HR processes.
  • By outsourcing non-core activities, you can concentrate on your primary business goals and growth strategies.

Disadvantages of Human Resource Outsourcing

  • Cultural disconnect. Outsourced staff may not understand your company culture or values, making it difficult to provide culture-appropriate recommendations.
  • Communication challenges. Coordinating between an outsourced group and internal employees and managers can sometimes be challenging.
  • Less control over HR functions if you allow the outsourced company to use their own processes and systems.

Impact on Your Company

Regardless of which option you choose, engaging with a PEO, ASO, or HRO can have positive impacts on your organization:

  • These providers ensure that your company stays compliant with labor laws and regulations, minimizing the risk of legal issues.
  • Outsourcing HR functions frees up time and resources, allowing your team to focus on strategic initiatives and business growth.
  • By leveraging the expertise and resources of these providers, you can potentially reduce costs associated with HR administration and employee benefits.
  • These solutions can grow with your company, ensuring that you have the right level of HR support at every stage of your business development.

Ultimately, the choice between a Professional Employer Organization, Administrative Services Organization, or Human Resource Outsourcing will depend on your company’s specific needs, preferences, and budget. Each option offers unique advantages, and it may be beneficial to consult with potential providers to find the best fit for your organization.

Thank you to Paula Alexander, MA, PHR, SHRM-CP for her contribution to this article.

If you’re weighing the best HR support for your growing company, our HR Strategy services can help you evaluate your options and build a plan that fits. Contact us today.

Clark Schaefer Strategic HR's wheel of HR Services, including HR Strategy, Recruitment, Training & Development, Benefits & Compensation, Communications, Employee Relations, Recordkeeping, and Health, Safety & Security

Human Resources Assistance Needed

Question:

I need help with human resources – what are my options?

Answer:

The role of human resources covers a variety of areas such as:

  • Recruitment
  • Training and Development
  • Benefits and Compensation
  • Communications
  • Employee Relations
  • Recordkeeping
  • Health Safety and Security
  • HR Compliance

The type of human resources help you may need depends greatly on which of these areas where you most need the assistance. The typical rule of thumb is having one HR person to every 100 employees, however; if you have a very pro-active culture and environment, you may see a more pressing need for full-time HR help.

Below are a few options you can consider:

  1. Hiring an HR Generalist
    • Typically, an HR Generalist is going to have the skills and education to provide any aspect of HR for your business. A typical salary for an HR Generalist with about 5 – 7 years of experience will range from $45,000 – $80,000. Keep in mind, as a generalist, the individual may have some strengths and weaknesses in the field of HR, some of which are not as developed or favorable for your specific situation. Choose your HR generalist to have strengths based on your specific needs.
  2. Professional Employers Organization (PEO)
    • As defined by Wikipedia, a PEO is a firm that provides outsourced employee management tasks such as benefits, payroll, and workers compensation. Some PEOs will provide additional HR functions while others are limited to these key areas. You’ll definitely need to investigate to make sure you are getting the right skills needed for your organization. When using a PEO, they become the employer of record for tax and insurance purposes by hiring your employees.
  3. Outsourced HR
    • By outsourcing your HR function, to someone like Strategic HR, you get a great deal of flexibility. Using this model you get the HR assistance you need, whether it is everything related to HR or only small pieces or projects. You have the option of having assistance provided on-site or off-site, which is great if you don’t have the space for additional employees. For small organizations, or organizations in a growth mode, this can be the perfect solution to ensure you are attracting and retaining the best employees. An outsourced HR provider can help establish your HR function by creating an employee handbook, job descriptions, performance reviews and more. Plus outsourced HR can provide recruiting, employee relations coaching, training, and other HR related project needs.

Are daily HR issues interfering with your ability to focus on the strategic matters of your company? Do you know you need help but don’t know what type of help is best for your situation or your budget? Strategic HR knows how integral human resources is to the health and growth of your organization and can assist you with all of your HR needs. To learn more contact us at 513-697-9855 or visit our website for details on all of our services.