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Sneaky HR Tasks Eating Your Time (and How to Fix Them)

It’s time to tackle those sneaky HR time thieves and take back your calendar. Here’s how.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

These tasks shouldn’t take up your workweek. But when systems fall short, they do. If you’re a small or mid-size business owner or HR leader, you probably didn’t get into this role because you love tracking down time-off requests, chasing signatures, or answering the same benefits question 14 times.

And yet… here we are.

Studies show that small business owners spend about 16 hours (or two full days) per week on HR-related administrative work.

Most businesses lose valuable time to the slow drip of small, repetitive “this will only take a minute,” tasks that quietly eat up the workweek. Add them up, and suddenly your strategic HR goals, like recruitment, retention, and leadership development, get pushed aside.

Here are some of the most common areas that may be draining your time.

Time-Consuming HR-Related Tasks

They seem small. But over time, these tasks drain your attention, your energy, and your progress.

1. Repetitive Tasks and Rework

Every time you hunt down a missing signature or resend login details, you lose time you could be using elsewhere. The common offenders? Answering the same employee questions over and over:

“How do I add my baby to insurance?”
“When do benefits start?”
“How many PTO days do I have left?”

Sound familiar?

Individually, these are quick answers. Collectively? They’re a constant interruption machine. When you stop to respond, you lose focus, break momentum, and push higher-value work further down your list.

🛠️ How To Fix It: Uncover the pain points. Which areas are bogging down the process due to repetition? Where can you create a self-service culture? This can mean establishing a simple internal HR hub (in your intranet, shared drive, or HR platform), short FAQs on benefits, PTO, payroll timing, and onboarding, or short videos that walk through routine processes.

Then, train employees to go there first. When someone asks a repeated question, send the link along with your answer. Over time, behavior shifts. HR becomes a source, not a help desk.

2. Correcting Payroll Errors

The latest software makes running payroll seem easy, but if something goes wrong, the liability is still yours. Miscalculating pay, outdated tax information, and manually tracking time off are time-consuming to fix, hard to catch, and expensive if you don’t, not just in terms of costs but also in lost time and eroded trust among your workers.

🛠️ How To Fix It: Automate what you can. Look for tools that let employees request time off directly, route approvals to managers, automatically update balances, and sync with payroll.

When automation handles the basics, HR shifts away from data entry to policy guidance. You’ll still handle exceptions, but you won’t be stuck crunching numbers late at night.

Or leave it to the experts by outsourcing payroll to an IRS-certified PEO. A PEO can simplify the payroll process with a cloud-based payroll portal for employers, online employee access to pay stubs, W-2s, benefits info, employee handbooks, and secure, paperless direct deposits. They can also take care of onboarding, payroll taxes, IRS deposits, benefits administration, compliance guidance, and provide HR support.

3. DIY Compliance Monitoring

Labor laws change constantly. Posting requirements update. Salary thresholds shift. Leave laws multiply. Keeping up with shifting deadlines, state-level compliance requirements, and studying the IRS’s recently updated guidance under the One Big Beautiful Bill Act. Trying to monitor all of this yourself is not only time-consuming – it’s also stressful.

One misstep can be costly. In 2025, the Department of Labor’s Wage and Hour Division recovered more than $259 million in back wages for nearly 177,000 employees. That’s an average of $1,465 per worker (the most since 2019).

🛠️ How To Fix It: Don’t carry compliance alone. Get expert help by partnering with a professional. Whether it’s through a PEO, outside counsel, or a compliance partner, get support that keeps you updated on requirements that apply to your business.

You’ll need advice on tricky employee situations, alerts on multi-state regulatory changes, new pay transparency rules, evolving paid leave requirements, changing wage-and-hour laws, new employment-related laws on AI, and much more.

🚀 Pro Tip: Stay compliant with our HR Checklist covering the latest updates and deadlines related to compliance, benefits, payroll, and general HR that you need to take care of each quarter. Download your free HR Checklist ➡️ HERE

4. Updating Employee Data in Multiple Places

Name changes. Address changes. Promotions. New pay rates. If you’re entering the same update into payroll, benefits, retirement platforms, and internal trackers, you’re doing triple-plus work and increasing the chance of errors.

🛠️ How To Fix It: Integrate your systems, invest in HR technology, or work with a PEO. A unified HR platform can help connect payroll, benefits, time tracking, and employee records, among other things.

With better integration, changes flow through automatically. That means fewer entries, fewer errors, and more free time.

5. Handling Every Employee Issue Personally

When you’re the only go-to for every conflict, complaint, or issue, your day gets hijacked fast. Some things absolutely belong with HR. But many could be resolved earlier and better by trained managers.

🛠️ How To Fix It: Upskill your managers by teaching them to give feedback, handle minor conflicts, and document specific issues. This doesn’t remove HR from the process; rather, it elevates the role, moving them from firefighter to advisor.

Stop the HR Busy Work, Amplify Your Impact

Normalizing HR busy work has real consequences, including burnout. Your top performers may feel overwhelmed by constant overtime or pressure to meet demands. It also creates dependence on key team members, making it difficult to delegate when only a few people hold essential knowledge or responsibilities.

Maintaining inefficient processes limits growth, slows project delivery, and prevents your team from focusing on strategic initiatives. 🛠️ How To Fix It: Partnering with an IRS-certified PEO can help. By taking on time-consuming tasks, PEOs help small businesses get back more time to focus on productivity and growth. In addition to saving time, a PEO can also save your business money by identifying inefficiencies, streamlining HR processes, and helping you make critical cost-cutting decisions.

Studies show that businesses working with a PEO:

☑️Grow twice as fast and are 50% less likely to go out of business

☑️Have a 12% lower employee turnover rate

☑️Have an ROI of 27.2 % per year, based on cost savings alone

☑️Experience double the a nnual median revenue growth, with an added 16% increase in profitability

If you constantly feel behind, the fix isn’t more hustle. It’s better tools, clearer processes, and the right support. A PEO can help you stop the small stuff from piling up, so you can invest your time where it matters most. And if you need help, just give us a call at📱 800-446-6567

Find Out What a PEO Can Do for You

If you’re a small to mid-sized business, a PEO can lighten your workload and strengthen your operations. Imagine focusing on growth while experts handle your payroll, taxes, benefits, HR, and compliance.

⬇️Read more about the advantages of working with a PEO in our series:

🔷 HELP WANTED: HR Team or PEO Partner

Investing in an HR team versus partnering with a PEO, which path is best for your small business? As your business grows, managing HR gets complicated – fast.

Should you build your own HR team or explore the benefits of partnering with a PEO? Here’s how to decide which choice best fits your business. ➡️Link #1Link #1Read More

🔷 NEW RESEARCH: More Small Businesses Are Turning to PEOs

Compelling research from the National Association of Professional Employer Organizations (NAPEO) shows that PEOs are helping small businesses scale – a game-changer in 2026.

Working with a PEO isn’t about outsourcing; it’s about upgrading how you manage HR. It’s about investing in smarter growth, happier employees, and peace of mind. In a business world that’s only getting more complex, that’s a benefit worth having on your side. Thousands of successful businesses are already doing it – and the data proves it works. ➡️Link #2Link #2Read More

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO and a leading provider of human resources and payroll solutions for 30 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit propelhr.com

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The Productivity Playbook: How to Turn Outsourcing into a Strategic Win

Here’s your game plan for turning outsourcing into a winning streak.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

Productivity is the secret sauce that separates teams stuck on the sidelines from those with winning streaks. Chances are you’re juggling hiring, compliance, benefits, culture, and about a dozen other priorities . . . all while the clock keeps ticking.

➡️➡️Link #1Link #1Link #1Read More: HR Forecast: What’s Changing & How To Get Ready

Your power play? Outsourcing. When used strategically, it boosts productivity, streamlines operations, and frees you up to focus on what actually moves the scoreboard – your bottom line.

First Quarter: What Productivity Really Means

In HR, productivity isn’t about sprinting faster – it’s about running the right plays at the right time.

True HR productivity means delivering meaningful outcomes with minimal wasted effort. Speed matters, sure, but impact matters more.

Fast hiring doesn’t matter if turnover remains high. Smooth payroll is great . . . unless errors keep forcing replays.

At its core, productivity is about consistent, high-quality execution that supports your business year-round.

Here’s the basic stat line. The fundamental formula HR teams use looks like this: Productivity = Total Output / Total Input.

📤Output: Projects completed, revenue generated, goals achieved

📥Input: Labor hours, number of employees, or financial costs

It’s simple math but powerful when you track the right metrics.

Why HR Productivity Is For Champions

When HR productivity is dialed in, your entire team plays better.

Here’s what that looks like on the field:

🎯Better Employee Experience. Faster responses, smoother onboarding, clearer policies – all retention fuel.

🎯Stronger Compliance Defense. Mistakes lead to fines, audits, and penalties – that’s expensive. Productive HR keeps risk off the scoreboard.

🎯Scoring Efficiency. In the Red Zone, the stakes are high, and scoring opportunities significantly increase. When your HR team isn’t buried in paperwork, they can make a more strategic impact by focusing on culture, performance, and growth.

🎯Leadership Trust. HR shifts from order-taker to trusted partner.

The results? A productive HR function is the engine that keeps your people – and your business – moving forward.

The Stats Don’t Lie: Proof from the League

The data backs it up:

➡️Flexibility & Remote Work. A Gartner report finds that 43% of employees working flexible hours say they are more productive. Gallup found that fully remote workers report the highest engagement levels.

➡️Engagement Matters. Highly engaged teams are 17% – 21% more productive than disengaged ones.

➡️The Productivity Gap. Top-tier companies grew more productive, while others saw declines due to inefficient collaboration and low engagement.

🎯Winning teams don’t guess; they measure, adjust, optimize, and power up.

The Box Score: Common HR Productivity Metrics

To know how your team is performing, you need the right stats:

📊 Output Metrics. Revenue per employee, output per hour, goals completed vs. assigned

📊 Efficiency Metrics. Time spent per task, employee utilization

📊 Quality Metrics. Accuracy and impact, not just speed

📊 Engagement Indicators. Engagement scores and absenteeism.

📊 Financial Metrics. Total Cost of Workforce (TCOW)

These numbers tell you whether your plays are working and what needs to be redesigned.

Second Half Adjustments

This is where smart teams pull ahead. One of the most effective strategies? Outsourcing to a Professional Employer Organization (PEO).

A PEO helps improve productivity by offloading time-consuming tasks while strengthening the entire employee lifecycle through MVP expertise and next-level HR tech.

🔥Think of it as adding multiple Tom Bradys to your roster.

THE GAME PLAN

Play #1: Reallocate Resources to Core Strengths

The fastest productivity gain comes from freeing your teams from admin overload. By outsourcing, you get:

✅Time Savings. Business owners can spend 20+ hours per month on HR admin-related tasks. Outsourcing frees up time for growth, sales, and strategy.

✅Administrative Relief. Payroll, benefits enrollment, and multi-state compliance tasks move off your plate and into expert hands.

✅A Team of MVPs. Outsourcing gives you access to a team of pros, ready to help when you need it.

Play #2: Build a Deeper Talent Bench that Flexes

An engaged workforce is naturally more productive.

💼 Lower Turnover. Companies using PEOs see 10%–14% lower turnover, reducing disruptions and retraining time.

💼 Big-league Benefits. PEOs provide access to Fortune 500-level benefits, boosting satisfaction and engagement.

💼 Faster Onboarding. Streamlined onboarding helps new hires get in the game.

Play #3: Upgrade Your Tech Stack

PEOs give small and mid-sized businesses access to advanced HR technology without the big-ticket price tag.

📊 Automation. Payroll and tax automation reduce errors and time-consuming fixes.

📊 Employee Self-service. Employees handle PTO, pay stubs, and benefits updates themselves with fewer interruptions for HR.

Play #4: Strengthen Your Compliance Defense

Compliance isn’t optional and managing it internally can drain focus fast. With a PEO on your team, you get:

🛡️Expert Guidance. A team of HR pros helps prevent fumbles and penalties. PEOs stay on top of federal, state, and local regulations, including ACA and FMLA.

🛡️Safety Programs. Proactive safety audits reduce workplace incidents and business disruption.

Play #5: Win on the Scoreboard

All these efficiencies lead to real, measurable stats:

🏆Faster Growth. Businesses using a PEO grow 7% – 9% faster than those that don’t. And are 50% Less Likely to Go Out of Business

🏆High ROI. The average annual return on investment is 27.2% based solely on cost savings.

💥That’s not just a win – it’s a blowout. It’s the stuff championships are made of.

FINAL CALL: Make Productivity Your Winning Play!

How far can you go? Productivity isn’t a one-time drill – it’s a GOAT mindset.

When you measure what matters, optimize repetitive work, and outsource strategically, you’re not just working faster . . . You’re working smarter. That’s for legends.

🔥Outsourcing is no rookie move. It’s a strategic productivity partner that helps HR shift from scrambling to scoring. And keeping that winning streak hot.

Ready to Turn HR into a Powerhouse?

Ready to hear your crowd ROOOAAARRR? 🎉 This power playbook is your first step.

➡️If you need some coaching or a huddle about your productivity game plan, we’ve got you all the way to the Super Bowl winning streak and beyond – just give us a call.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO and a leading provider of human resources and payroll solutions for 30 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance, risk, and other HR functions in ways that maximize efficiency and reduce costs. To learn more, visit propelhr.com

Featured

Scaling Smart: How a PEO Prepares Your Business for Growth

Is your business growing? Here’s how a PEO becomes a powerful advantage as you gear up for bigger things.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

If you run a small or midsize business, you already know growth is exciting, yes — but also unpredictable, and sometimes overwhelming. That’s exactly why more business owners and HR leaders are choosing Professional Employer Organizations, or PEOs, not just to outsource HR tasks, but to grow smarter, faster, and more sustainably.

The Top 10

A PEO helps you scale without letting the behind-the-scenes stuff collapse under the weight of bigger payrolls, more onboarding, greater compliance risk, and higher employee expectations. It’s like adding an entire HR department overnight, minus the overhead and recruitment scramble. A few advantages include:

1. You Get HR Infrastructure Before You Actually Need It (Which Is Exactly When You Need It)

Most small businesses don’t feel the pain of HR complexity until it’s too late. Payroll errors start multiplying, employees want benefits you’re not equipped to provide, and suddenly you’re Googling state labor laws at 11:30 p.m.

A PEO lays the foundation before those cracks show. Payroll scales without drama. Whether you have 10 people or 110, payroll stays smooth, compliant, and on time. Onboarding becomes a real process and not a scramble. Templates, checklists, digital forms, background screening, and automated workflows ensure consistency as you grow. Policies adjust proactively. A PEO helps you build employee handbooks, update them with new laws, and create clear rules that reduce risk as your headcount increases.

2. A PEO Delivers the Big-Company Benefits Employees Want

Here’s the part that often surprises business owners: a PEO can give you access to benefits packages typically reserved for much larger companies.

Because a PEO pools together employees across its client base, you essentially get to “buy in bulk,” accessing high-quality benefits at lower rates. That means you can offer your team robust health plans, retirement savings options, and other top-tier benefits typically reserved for larger companies (and top talent expects).

🎯When employees enjoy comprehensive benefits without compromise, your company is seen as a long-term career option. Retention rises, and as every HR pro knows, that’s a growth strategy.

3. Compliance Stops Being a Guessing Game

Growth = risk. New states. New regulations. New employment laws. New reporting requirements.

This is where many small businesses unintentionally step into danger territory. The rules change constantly and the stakes are high.

A PEO becomes your compliance command center:

✅They track federal, state, and local employment laws.

✅They help maintain the required documentation.

✅They ensure new hires are classified correctly.

✅They reduce risk with structured workplace policies.

✅And because of the co-employment relationship, many PEOs also share certain administrative responsibilities – meaning you’re not alone if something goes sideways.

🎯Growing is risky. Growing without compliance support? That’s gambling.

4. HR Technology You Don’t Have to Build Yourself

Scaling is smoother when everything is connected, such as payroll, onboarding, PTO tracking, benefits enrollment, performance management, and reporting. But building your own HR tech stack or licensing multiple vendors gets expensive fast.

🎯A PEO delivers the all-in-one HR command center designed for your business. Better data, better workflows, better decision-making.

5. A PEO Frees Up Time (A Lot of It)

If you’re a business owner, your job is to grow the business, not troubleshoot payroll deductions. If you’re an HR manager, your job is to support the people strategy, not drown in admin work.

A PEO takes on repetitive, time-consuming tasks, such as processing payroll, managing benefits, handling tax filings, and preparing compliance documentation. The more you grow, the more time you reclaim, instead of watching your workload escalate with each hire.

6. You Gain a Team of HR Experts Without Expanding Your Staff

Growing companies don’t always have the luxury of immediately hiring a full HR team — HR generalists, benefits specialists, payroll administrators, compliance officers, recruiters, risk managers, the whole lineup.

A PEO gives you access to exactly those roles, on-demand expertise, without the full-time salary load.

Need help rolling out a new PTO policy? Preparing for benefits renewal? Handling a sensitive employee relations issue? There’s an expert for that. It’s like having a seasoned HR department already onboard, ready to advise you every step of the way.

7. You Become More Attractive to Investors and Partners

Here’s something entrepreneurs don’t always think about: investors love operational maturity. When a PEO is part of your infrastructure, it signals you’re compliant, manage risks well, your HR processes are stable and that you can scale responsibly.

🎯For investors, lenders, and potential partners, a strong HR foundation = reduced risk. And reduced risk makes you a better bet. For acquisitions and rapid growth phases, a PEO can also make integration smoother.

8. A PEO Helps You Build a Better Employee Experience

Growth doesn’t just require more people; it requires keeping the good people you already have on board.

A PEO helps you:

✅Improve communication and access to information.

✅Build modern HR processes that employees trust.

✅Provide competitive benefits

✅Create fair, consistent workplace policies.

🎯A better employee experience leads to lower turnover and higher morale. And in high-growth companies, stability is gold.

9. You Can Expand Into New States With Confidence

Need to hire employees in another state? That’s great for growth, but it creates compliance challenges due to different tax rules and labor law requirements.

🎯A PEO handles all of it, letting you recruit the best talent in any location without losing sleep or risking penalties.

10. You Scale Strategically

Growth can stress your business when operations lag behind headcount. A PEO aligns both, so you’re expanding strategically.

🎯The result? Smooth transitions. Predictable costs. Cleaner processes. Less risk. Happier employees. And more time to focus on what actually grows the business — not on what slows it down.

Growth Is Easier ➡️When You’re Not Doing Everything Yourself

If you’re preparing to scale — or even thinking about it — the question isn’t whether you can handle growth alone. It’s whether you should.

With a PEO, growth is a plan.

A PEO delivers the infrastructure, expertise, and stability that power growing companies, without requiring a major investment or a staff increase.

Ready to see what a PEO can do? We can lighten your workload and help you drive growth, just give us a call at (800) 446-6567 or visit propelhr.com

🎯PEO Series: The PEO Difference🎯

Learn more about how a PEO can help your business in our series:

🔶HR Help Wanted: In-house Team or PEO Partner. Investing in an HR team versus partnering with a PEO, which path is best for your small business? As your business grows, managing HR gets complicated – fast. Should you build your own HR team or explore the benefits of partnering with a PEO? Here’s how to decide which choice best fits your business. Read More

🔶Navigating Compliance Minefields. Navigating HR compliance can feel like tiptoeing through a minefield — one wrong move can trigger costly consequences. From pay transparency laws to overtime thresholds, new regulations evolve faster than most small HR teams can keep up with. Here’s a look at the top HR compliance challenges and how to avoid turning small missteps into expensive lessons. Read More

🔶New Research Shows Why More Small Businesses Are Turning to PEOs. The data is in! And it shows how partnering with a PEO will be the smartest move for small businesses in 2026. Recently released research from the National Association of Professional Employer Organizations (NAPEO) shows that PEO partnerships are helping small businesses scale. It’s smarter, more efficient, and a game-changer. Here’s what the latest data shows. Read More

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit www.propelhr.com

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What is Co-employment?

What’s holding your business back? Many small to mid-sized businesses are finding that time-consuming HR-related administrative responsibilities are keeping them from getting ahead. Co-employment with a Professional Employment Organization, or PEO, can help.

Co-employment is a contractual allocation of specific responsibilities between two companies — the employer and the PEO. Both companies have rights and share responsibilities for employees. The employer maintains control over business decisions and operations, as well as the core job functions of its workers. The PEO takes care of specific HR-related responsibilities, such as payroll processing and benefits administration.

How are responsibilities shared?

The co-employment partnership is designed to complement and protect your business — not control it. Basically, both companies become co-employers of the employees. Here’s how the responsibilities are shared:

Employer’s role & responsibilities:

Maintains control of all business decisions and operations
Manages the day-to-day activities of its employees
Oversees performance management and reviews
Manages recruitment and retention activities

PEO’s role & responsibilities:

Handles HR-related administrative tasks, such as payroll processing, employee benefits administration
Reports and collects local, state, and federal employment taxes
Provides access to a team of HR experts for guidance on employee relations and HR-related issues
Helps to prevents employee-related compliance risks
Provides access to better benefits and health insurance plans

What happens when something goes wrong?

A simple mistake or breach of trust can be devastating. Who is responsible for a missed tax deadline? Who pays the penalty for a compliance error? In a co-employment relationship, the risks are shared between the PEO and the employer. Because the employer reports its wages under the PEO’s Federal Employer Identification Number (FEIN), PEOs are trusted with a body of sensitive information, such as employee data, Social Security numbers, and financial information. That’s why it’s important to work with a PEO certified by the IRS. If something goes wrong, the liability shifts to the certified PEO, not the employer.

What can co-employment do for your company?

A co-employment partnership allows small to mid-size businesses compete with larger businesses. PEOs are able to pool employees together in order to negotiate better benefits packages and gain access to top-rated health plans, which smaller employers may not get on their own. By taking over time-consuming HR-related tasks, an IRS-certified PEO can be a valuable partner to help a business grow.

To learn more, download our FREE E-guide, The Small Business Guide to Choosing the Right PEO. You’ll learn how to save time, money, and ways to offer your employees better benefits, such as health insurance.

How a PEO Can Help Employees

From significant cost-savings, increased productivity to lower compliance risks, there are many ways a PEO can benefit your business. But what about the employees? How can partnering with a PEO help your employees?

According to a recent NAPEO study, employees working in businesses that use a PEO reported their employer:

Demonstrated a commitment to employees
Implemented good hiring practices
Established good HR policies and practices
Provided attractive training and development opportunities

Employees also reported significantly higher scores related to their satisfaction and confidence in management, including:

Higher levels of employee engagement
Intention to stay with their employer until retirement
Trust that the employer is taking the right steps to be competitive
Confidence in the employer’s approach to growing the company

How a PEO Helps Employees

According to the same study, recruitment, retention, and overall employee well-being are top concerns for business owners over concerns for generating revenue and profit growth. A PEO gives businesses a competitive edge to attract and keep employees. Here are a few ways:

Access to Better Health Plans & Benefit Packages. By partnering with a PEO, employers can offer top-rated health insurance plans and enterprise-level benefit packages similar to those offered at large corporations. This is because of a PEO’s ability to group employees of small businesses into one pool to negotiate better packages at lower rates.

Accurate and on-time paychecks. A PEO provides the assurance that paychecks are accurate and delivered on time.

Simplified Conflict Resolution Process. A PEO can provide assistance on how to handle difficult workplace issues.

Safer Work Environment. PEOs help navigate the ever-changing regulatory environment and provide some protection from compliance risks that other small and mid-sized companies face alone. On-site risk management services and guidance on compliance training opportunities help to create a safer workplace.

Easier Access to Human Resources. Working with a PEO is similar to having a dedicated HR department. Employees have access to a wealth of knowledge and resources, along with support from a team of HR experts. The arrangement makes it easier to onboard new hires and facilitate tasks, such as the approval of paid time off.

Taking Care of Employees Takes Care of Business

When employees feel they are being taken care of, they are productive and committed to your success. PEOs boost employee satisfaction and engagement by helping employers demonstrate a commitment to their employees. For employees, the result is a better work-life balance, stronger trust, and a more positive workplace.

As an IRS-Certified PEO, Propel HR continues to seek innovative solutions to help our clients take care of their employees, as well as their bottom line. To learn more, download our free E-guide, The Small Business Guide to Choosing the Right PEO.

Make Sure Your PEO is Certified

More and more smart business owners are reaping the benefits of partnering with a Professional Employer Organization. The numbers are just too good to ignore. A 2019 industry study shows annual ROI from using a PEO is 27.2% (and that’s just cost savings alone). Employee turnover among PEO clients is almost 20 percentage points lower than turnover nationally. And the finding that seems too good to be true: 98% of PEO clients would recommend using a PEO to a small business colleague.*

In this day and age, getting 98% of people to agree on any one thing is nothing short of a miracle!

Once you start looking for the best PEO fit for your company, remember to consider your PEO as one of your business’ trusted advisors. As with the rest of your advisors, certifications are important and protect you legally and financially. Your lawyer has to pass the bar. Your accountant is a CPA. And your PEO should be a CPEO.

Only a select group of PEOs are Certified by the IRS.

In 2017, the IRS awarded the first designations of Certified Professional Employer Organization (CPEO) to only 34 PEOs in the country (out of nearly 1000), and only one PEO in the Carolinas was Certified in the first round. (Guess who!)

Benefits of Certification

I know what you’re thinking. How exactly does an IRS-Certification really benefit a business?

IRS Qualification Process. A CPEO has been thoroughly vetted by the IRS so you can be assured that they are a reputable, compliant, and stable Professional Employer Organization.

Sole Payroll Tax Liability. The CPEO (and not your company) is 100% liable for federal payroll taxes. A certification designation means that the IRS cannot look to the client for federal payroll taxes, but only to the CPEO. This is not true for a non-certified PEO, although that benefit is often implied in the sales process.

Bonded. CPEOs are required to have a bond of up to $1 million to cover federal taxes, just in case something goes wrong. Rest assured, a CPEO has you covered.

FICA and FUTA Wage Base Restart. Your business will not have a wage base restart on federal taxes even if you begin a relationship with a CPEO in the middle of the year. The CPEO is deemed a successor employer, and your company will have no wage base restart at the beginning of the relationship.

Federal Tax Credits. Your company may be entitled to federal tax credits, and a CPEO is required to give you information necessary to claim any applicable credits.

When you enter into a PEO agreement, you’re entering into a partnership of mutual trust. The strict vetting process and CPEO designation by the IRS not only adds another layer of protection for your business, but also highlights the PEO’s trustworthiness and reputation as an industry leader. Make sure your trusted advisors are certified. Make sure your PEO is a CPEO.

Learn More

Is your business growing? Are you looking for more ways to become more cost-efficient and reduce liability, then it may be a good time to consider a certified PEO.

For additional information and guidance, download The Small Business Guide for Choosing the Right PEO. This free 16-page E-Guide takes the guesswork out of finding the right PEO for your business.

How a PEO Can Help an Established Business

Your business has moved past the startup phase and its finally growing. You’re ready to take take it to a new level, but how? How do you attract more customers? Hire more skilled workers? Compete with larger companies in new markets? When you’re in the middle of running a business, how do you step back and plan for growth?

Businesses grow by controlling costs and maximizing profits. And to do this, you may have to seek expert advice. For example, if you need help with a legal matter, you would hire a lawyer. Or if you were building a house, you might consult with an architect.

A PEO is an expert in Human Resources and can be a valuable partner to help a business grow.

Research shows there is an economic advantage to partnering with a PEO. According to a recent study, 70 percent of companies that use a PEO report revenue growth twice that of comparable non-PEO firms. And a recent National Association of Professional Employer Organization (NAPEO) study found that the ROI for PEO clients—based on cost savings alone—is 27.2 % per year.

In addition, the study found:

98 percent of business owners would recommend a PEO to a small business colleague
70 percent of business owners reported that revenues increased since partnering with a PEO
66 percent report an increase in profitability

Here are a few areas where a PEO adds value.

Lower HR-related Expenses

How can you take care of your employees and lower costs without cutting productivity? Partnering with a PEO can help you make more cost-efficient HR decisions. According a NAPEO study, PEOs provide access to more HR services at a cost that is close to $450 lower per employee, compared to companies that manage their HR services in-house.

Building & Keeping the Right Team

To move your business forward, assembling the right team with the right skills is essential. A recent survey found that 73 percent of employees reported increased loyalty for their employer when offered the right benefits. However, due to costs, small businesses often find high-quality benefits out of reach.

A PEO can help employers have access to better health insurance options with stable and affordable rates. This is because of the PEO’s ability to pool employees together into one group to negotiate better health plans at lower rates.

Staying Compliant

As your business grows, your HR staff may not be equipped to keep up with all of the HR-related compliance issues. Partnering with a PEO is much like gaining access to a full-service HR division, with a team of experts who are knowledgeable and up to date with changing employment laws and new regulations.

Time Management

Small business owners often spend too much time chasing paperwork and dealing with internal issues instead of focusing on building the business. While the PEO takes care of filing, processing, and managing HR-related responsibilities, employers have more time to invest in growing their business.

Unlocking the Competitive Advantage

Whether your business is a startup or more established, partnering with a PEO brings a new perspective to help employers unlock their competitive advantage and grow their business.

How a PEO Can Help a Startup

Why do some startups make it, and others don’t? According to a Harvard Business School study, the chances of succeeding look like this:

18% for first-time entrepreneurs
30% percent for founders who had a successful business
20% percent for founders who failed in their last business

While the odds of success may not be encouraging, smart entrepreneurs are turning to outsourced services as a strategy to get ahead. Here’s how a PEO can help.

Attracting & Keeping Top Talent.

Hiring can be a costly and time-consuming process. Most startups do not have the manpower, expertise, or resources to invest in recruiting the type of talent needed to stay competitive.

How a PEO can help: A great employee benefits package is one way to keep and attract great employees. A PEO can provide startups with access to enterprise-level benefits similar to the packages offered at large corporations. This is because of a PEO’s ability to group employees of small businesses into one pool in order to negotiate better benefit packages at lower rates. A PEO can also help with the time-consuming HR-related tasks, such as benefits administration and identifying plans.

Staying Compliant.

With changing labor laws and new regulations, HR can be complicated. And when every person is juggling multiple job functions, mistakes are bound to happen.

How a PEO can help: A PEO can help by providing the guidance for establishing the HR standards and processes to prevent costly compliance violations.

Growing the Business.

Startups need to move fast and can get behind when the majority of time is spent putting out fires, chasing paperwork, and addressing internal issues rather than attending to the needs of the customer.

How a PEO can help: A PEO can help by offloading the burden of HR-related administrative tasks, like payroll, and identify ways to streamline HR processes. According to a recent study, businesses working with a PEO grow 7 to 9 percent faster and are 50 percent less likely to go out of business. Also, a recent study found that companies partnering with a PEO experienced an annual ROI of 27.2 percent.

Reducing Costs.

Startups have limited resources. Inefficiencies are exposed, and costly mistakes happen when your attention is taken away on what you do best.

How a PEO can help: Partnering with a PEO improves productivity and allows a startup to get the help it needs when it needs it quickly. According to the report conducted by the National Association of Professional Employer Organizations (NAPEO), PEOs provide access to more HR services at a cost that is close to $450 lower per employee, compared to companies that manage their HR services in-house.

Increasing the Odds of Success.

From lower HR costs, compliance protection to a higher ROI, PEOs can help startups take advantage of the momentum and increase the odds for success at every growth stage. To learn more, download our free E-guide, The Small Business Guide for Choosing the Right PEO.

Stewardship: Taking Care of Your Employees

Every day I have the privilege of working with business owners, and I love to learn about the different principles that guide them and their businesses. The passion and work ethic that fuels every growing business is impressive. Regardless of the size of the business, the same set of values are always present. The trait that is consistent across all businesses is the stewardship of employees.

In the workplace, stewardship appears in many forms. Successful companies understand the importance of being good stewards of their customers, their products and services, and especially their employees.

As a Professional Employer Organization (PEO), Propel HR works with clients from different industries and of all sizes. Our clients overwhelmingly aim to be good stewards of their employees and work hard to engage, encourage, and support employees.

As their PEO partner, we feel that same sense of stewardship toward their employees.

One of the most effective ways a business can be a good steward is to partner with a PEO. For a business owner, this can seem like a scary step. Established businesses already have their processes figured out. Things are working, and even if the HR administrative work is cumbersome and the fear of compliance issues loom large, the prospect of change can be daunting. For new business owners, a PEO partnership may feel like a luxury in the uncertainty of a start-up.

Working with a PEO Helps Your Business Thrive

The statistics show that using a PEO can help your business thrive no matter how long you’ve been in business:

Stewardship of Employees

Beyond the statistics, the most compelling reason to partner with a PEO is the stewardship of your employees. This means taking care of employees and having the responsibility for managing their success.

Businesses using a PEO are better able to attract quality employees, decrease turnover, and alleviate concerns around hiring, retaining, and motivating employees.

Employees are an employer’s most valuable asset. When a business is focused on growing, it must be good stewards of their employees.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. Visit our new website at www.propelhr.com.

2019 Year-End HR Checklist

At times, HR can feel like a game. Generally, there are overarching rules. But frequent changes in labor laws and new regulations, both on a national and local level, make it more than a challenge to keep up (and 2019 was no exception.). Add to that, any changes in your business, changes the rules. For example, if you’ve added workers in other states or reached 50 or more employees, you may have to comply with a completely new set of requirements.

If you want to compete, the end of the year is a good time assess your HR game, not only to prevent costly compliance issues but also to realign strategies and strengthen your workforce practices. To help, we’ve made it easy with a checklist of some of the most important HR-related task to take care of now.

PAYROLL

Audit FTEs and Review Employee Classifications. Audit your FTEs to determine if you have reached or exceeded 50 employees and required to comply with FMLA in 2020.

Also check new overtime thresholds and make sure employees are classified correctly for the work performed according to the Department of Labor (DOL) guidelines.

Prepare FICA and FUTA forms. The IRS (FICA) Form 941 is due October 31, 2019 for Q3 and January 31, 2020 for Q4. Federal unemployment tax (FUTA) Form 940 is due January 31, 2020. Also note, check addresses before filing. For some employers, the filing addresses changed in 2019. Therefore, the address you used for Form 941 in Q3 may be different for the one used to file for Q4.

Update W-2 and W-3 and prepare independent contractor forms. Review employee records and update W-2 and W-3 forms. If you paid freelancers or independent contractors in 2019, you must file Forms 1096 and 1099 MISC. All forms are due January 31, 2020.

Review healthcare filing requirements and deadlines. Check deadlines and new updates for healthcare reporting and verify all requirements have been met. Open Enrollment begins November 1 and ends December 15, 2019, for coverage beginning January 1, 2020.

COMPLIANCE

Prepare OSHA forms and update workplace postings. Applicable employers, with 10 or more employees, are required to post a completed OSHA Form 300A, summary workplace injuries and illnesses, every year from February 1 until April 1. The information is used to help OSHA identify and reduce injuries and illnesses. Employers, with 10 (or under) employees at all times during the calendar year are exempt from the OSHA’s record-keeping requirements. Note that the employee count includes employees at all business locations combined. Also, review new legislation regarding employee privacy.

Review Labor Laws. On September 24, 2019, the Department of Labor (DOL) announced a final rule on overtime pay. The new rule updates the earnings thresholds necessary to exempt executive, administrative, and professional employees from the Fair Labor Standards Act (FLSA) minimum wage and overtime pay requirements. It also allows employers to count a portion of specific bonuses and commissions towards meeting the salary level. The new rate will take effect on January 1, 2020.

In addition to new overtime thresholds, review all city, county, state, and federal employment laws, including filing requirements for contract workers, freelancers and remote employees located in other states. Also, make sure that the correct labor laws are posted correctly in your workplace.

Prepare and distribute Medicare Part D and other notices. If you provide prescription drug coverage, you must provide a creditable coverage notice, Medicare Part D, to participants by October 14, 2019. Other annual notices that you may be required to distribute include HIPPA, privacy practices on personal health information, and CHIPRA, the Children’s Health Insurance Program Reauthorization Act notice on health coverage assistance.

Schedule required compliance training. Providing compliance training for your employees ensures your employees meet federal and state laws and protect your company from costly compliance violations. Check required training, such as sexual harassment, safety, and drug-free workplace training, as requirements are different in every state. For example, sexual harassment training is not required in South Carolina but is a requirement in North Carolina for applicable employers. Also, update any mandated industry-specific certifications.

BENEFITS

Prepare Forms 1094-C and 1095-C. Under the Affordable Care Act (ACA), reporting requirements depend on the number of full-time employees (FTE). Companies with 50 or more FTEs are considered an Applicable Large Employer (ALE). If your company is an ALE, verify that you meet ACA requirements for coverage. Applicable employers have until February 28, 2020, to file Form 1095-C and March 4, 2020, to submit 1094-C.

Prepare Health Plan Summary. Under ERISA, employers must distribute a health plan summary to plan participants within 90 days of enrollment.

Prepare Form 5500. Applicable employers are required to file an employee benefits plan report with the Department of Labor (DOL) for every year the plan holds assets. Form 5500 is due on the last day of the seventh month after the plan year ends.

General HR

Develop your 2020 calendar. Create and distribute a 2020 calendar of vacation time and company-observed holidays. And don’t forget to review your employee handbook. Makes sure it addresses such areas as, privacy policies, compensation and performance reviews, social media, attendance, and time-off, break periods, benefits, and procedures for termination, discipline, workplace safety, and emergency procedures.

Share performance highlights. Hold an employee meeting to share 2019 accomplishments and to announce 2020 goals.

Check and compete

Staying on top of your game – and ahead of the competition — means taking care of critical HR-related tasks related to payroll, compliance, and employee benefits. Depending on the type of business or industry, your year-end checklist may be different and you may need additional guidance.

As an IRS-certified PEO, Propel HR has been a leading provider of human resource and payroll solutions throughout South Carolina, the Southeast and the country for more than 20 years, and among the very first PEOs to receive certification by the IRS. Our team of Propel Pros can help you make smart moves by saving both time and money, as well as protecting your company from costly compliance risks.

Download your FREE one-page HR Checklist and get ready for a winning 2020.

Why Should You Trust a PEO?

Trust is at the foundation of every business. From employees, customers, vendors, to your brand, trust forms the basis of relationships and is the key to success.

But in a time when it’s becoming more challenging to trust, why should you trust a PEO?

Here are a few reasons.

IRS Certification

PEOs provide services to between 156,000 and 180,000 small and mid-size businesses, employing between 2.7 and 3.4 million people. But not all PEOs are alike.

In 2014, new legislation raised the standards for PEOs and required the IRS to develop a certification program. To receive IRS certification, a PEO must prove it is financially sound. It must provide documentation of positive working capital, complete a thorough background check, and agree to a series of follow up audits. Once certified, the PEO receives a CPEO designation and has the authority to collect and pay federal employment taxes.

Understanding how certification makes a difference and can affect your business is important to stay compliant. In a PEO arrangement, both the PEO and the business share liability. Certification provides another level of added protection. In the CPEO arrangement, if something goes wrong, the CPEO is responsible, not the business. That’s why working with an IRS-certified PEO raises the level of trust.

HR Expertise

PEOs provide access to a team of HR experts who are knowledgeable and up-to-date on employment laws and changing regulations. PEO professionals guide and educate (not just inform) businesses on ways to reduce exposure to the risks associated with federal, state, and local tax compliance, provides guidance on how to address compliance requirements, as well as HR compliance issues related to drug tests, Form I-9 and E-Verify procedures, and highly-regulated background checks.

In addition, a trusted PEO is supported by a wealth of industry knowledge as a member of the National Association of Professional Employer Organizations (NAPEO) and is required to adhere to a code of ethics. Formed in 1984, the NAPEO supports member PEOs with resources, education and best practices, standards for excellence, as well as connections to a network of respected business and industry leaders.

Cost-effective HR Services

PEOs help businesses stay productive and lower costs by taking over time-consuming HR-related tasks, such as payroll. Studies show that businesses in a PEO arrangement grow 7-9 percent faster, have 10-14 percent lower turnover, and are 50 percent less likely to go out of business. In addition, PEOs offer a wide array of HR services at a lower cost, such as employee health plans, that may be otherwise out of reach.

READ MORE: What is a CPEO?

Peace of Mind

Why should you trust a PEO? Employees are one of the largest expenses and most valuable assets to an employer. An IRS-certified PEO offers the peace of mind that comes with the expertise and support of a full-service HR department which allows your business to move forward with confidence.

If your business is growing and you want reduce liability, cut costs, offer better benefits to attract and retain great employees, and save time so you can get back to doing what you do best—growing your business—then you may want to consider partnering with an IRS-certified PEO. To learn more, download this free e-guide on “Choosing the Right PEO.”

An Endless Summer for Your Business

Ahh, summer. The time of year when we all feel more like a child. Just the word – summer – evokes memories of a vacation, and a break from our regular responsibilities. The days are longer, and the pace is slower. Even at work, people seem more relaxed and less stressed. Vacation schedules dictate deadlines, dress codes loosen, and the mood in the office lightens.

Don’t you wish your workplace could feel that way all year long?

But the first day of school brings dread, excitement and a quick readjustment not only for students, but also for the business world. Morning traffic is heavier and commute times are longer. Conversations switch from family vacation plans to weekend soccer schedules and college football games. Back-to-school sales inspire office workers to take advantage of new planners, notebooks, and office supplies. The outside air is crisp, and we revive projects that had been on hold over the summer months. By September, adults everywhere are leaning into their work and planning for the months ahead. There is a sense of excitement and renewed purpose.

However, if you are a small business owner or a leader in a small to mid-sized company, September may feel like it is time to play catch-up. Turns out HR compliance issues did not go on summer vacation.

Does your September to-do list include some of these nagging items?

The employee handbook still needs to be updated.
E-Verify submissions need to be completed.
Unemployment notifications need to be researched.
The Health insurance plan is up for renewal next month and a decision is required within a week.
Hiring new employees is still a priority but there is not enough time to conduct interviews.
Performance reviews are three months behind.

None of these things have anything to do with building your business. You begin to curse summer and wish that you had never even taken a vacation with your family. An executive at a small to mid-sized business spends approximately 16 hours per week on administrative HR tasks. That is two full days dealing with HR tasks, such as payroll, compliance, and paperwork. This does not include the time devoted to managing employee relations. No wonder the end of summer is stressful. You are not only behind on your core strategic business initiative, but you have fallen behind on critical administrative work.

So what’s the key to an endless summer for your business?

Consider outsourcing your HR needs to a company that has built their entire business model around payroll, benefits, and comprehensive human resources services. Professional Employer Organizations (PEO) were created to help small businesses by providing outsourced HR services. By taking care of the administrative burdens, small businesses can focus on their core business. You have a passion to do what you do, to take care of your clients, and to grow your business. But the administrative burdens of payroll and human resources are time-consuming, expensive, and confusing.

It’s time to relax and explore a partnership with a trusted IRS-certified PEO. We’ve created an in-depth Small Business Guide to Choosing the Right PEO to help you save time and maximize your company’s growth. You might even feel like it’s summer all year long.

4 HR Services to Outsource Now

Outsourcing Human Resources services significantly reduce a business’s administrative workload and frees up valuable time which can be invested back into growing your business. Some of the most common HR services to outsource include payroll, benefits administration, and employee health plans. But there are also a host of other HR services available that can be customized to meet the unique needs of your business. Here are just a few.

Your Company’s Policies and Practices

Because employment laws and new regulations are complex and constantly changing, this is an area where a business can benefit from the help of a Professional Employment Organization (PEO). Your company policies and practices must comply with federal and state labor laws and should address topics, such as worker safety, standards of conduct, and sexual harassment. A PEO can review your current handbook for compliance issues or customize policies and practices specific to your business.

Training and Development

Professional development and training programs enable workers to step into roles with growth opportunities and prepare for changing job functions. To ensure employees have the necessary skills, employers should provide the resources, tools, and support. Important areas of training to consider include harassment and discrimination, employment regulations, discipline and documentation procedures, interview techniques, leadership development, and team building.

Employee Relations

If you have employees, you are bound to face workplace issues. A PEO can provide resolution strategies and guidance for handling complaints, disciplinary actions, workplace investigations, crisis intervention, and terminations.

Employee Onboarding

The sooner a new hire is prepared for their job, the sooner they are able to contribute to the company’s success. Onboarding allows new employees the opportunity to learn about your policies, procedures, and expectations. In addition to developing a productive onboarding process, A PEO can provide guidance on interviewing procedures, conduct background checks, drug tests, assess Form I-9 and E-Verify procedures, and prepare employment materials.

Outsourcing HR Services to a PEO

The role of Human Resources goes far beyond the role of managing employees. The responsibilities of HR are now more complex and time-consuming than ever before. A certified PEO simplifies the process, reduces the workload, and enhances HR’s role with the support of a wide range of Human Resource services.

Get Back 2 Days a Week by Outsourcing HR

As a small business owner, it’s easy to get bogged down in the tedious details of demanding and time-consuming HR administrative responsibilities. In fact, the average time spent on admin is about 16 hours a week, or two full days. Let that sink in. That’s two full days.

PEOs were created to help small businesses with many of the HR-related tasks through a co-employment relationship. This means there is a contractual allocation of shared responsibilities. The business maintains control over operations and managing employees, while the PEO oversees the HR responsibilities, such as payroll, Workers’ Comp, and benefits administration.

What would you do with two days a week?

Time is a precious commodity. Small businesses have to deal with the many of the same compliance issues and employment regulations as their larger competitors – but with limited resources. So adding back two days a week can make a significant difference. Here are three:

Build your bottom line.

While the PEO takes care of filing, processing, and managing the HR responsibilities, businesses have more time to invest in growing their business. According to a report conducted by the National Association of Professional Employer Organizations (NAPEO), PEOs provide access to more HR services at a cost that is close to $450 lower per employee, compared to companies that manage their HR services in-house.* And 70 percent of companies that use a PEO report revenue growth twice that of comparable non-PEO firms.** *Source: NAPEO, 2016 Key Findings. **PEOs: Good for Businesses and Their Employees. McBassi & Company. September 2017.

Enhance your employee benefits program.

Great benefits attract top talent and motivate workers. And it can also impact the bottom line. When employees are satisfied and more engaged, they are even more committed to meeting company goals. As a result, your business may see increased growth and stronger productivity.

A recent survey found that 73 percent of employees reported increased loyalty for their employer when offered the right benefits. However, due to costs, small businesses often find high-quality benefits out of reach. By working with a PEO, employers have access to top-rated health insurance options with stable and affordable rates. This is because of the PEO’s ability to pool employees together into one group to negotiate better health plans at lower rates.

Enjoy more peace of mind.

A breakdown in trust can be costly. Navigating the complexities of today’s workforce requires businesses to be more equipped than ever before. A certified PEO (CPEO) can help minimize the risks of costly compliance violations and protect your company from employment tax liabilities. Certification is a stamp of approval from the IRS and provides businesses with another level of added protection. In the CPEO arrangement, if something goes wrong, the CPEO is responsible, not the business.

Take Back Your Time.

Are you ready to get your two days back? A certified PEO, like Propel HR, can help you get back your time so you can get back to your core business.

How to Get Back to Your Passion

Your business began with a dream. You wanted to start something from scratch and build a legacy. You wanted freedom and the ability to be your own boss. You wanted to inspire others and share your passion with the world.You have remained persistent and continue to be proud of your creation.

However, some days, you get discouraged. It feels that your time is not spent on your dream but dominated by paperwork and management. You wanted to inspire those around you, but you feel that most of your time now goes to supervising behaviors and processes. There is not enough time to keep up with changing government regulations and still be the visionary leader of your small business.

How can you get back to doing what you love?

According to the 2018 statistics published by the Small Business Administration, only one-fifth of new businesses survive one year, and about half of those left survive five years or longer. Growing a successful business is more than having a great idea. It requires determination, hard work, great partners, and valuable time to grow your business.

HR is one area which can be more than time-consuming for any business. But it is especially challenging for small businesses, who must face the same HR and compliance issues as their larger competitors, yet with fewer resources. Professional Employer Organizations (PEO) were created to provide HR support and take care of the administrative burdens, so small businesses could get back to running their business.

Under the PEO arrangement, the PEO becomes the co-employer of employees and shares employment liability. The business still retains complete control of operations and managing employees, and the PEO takes care of all the HR-related responsibilities, such as payroll.

Using a PEO frees you up to focus on business growth and development.

Rather than handling all these functions in-house or outsourcing to various providers, a PEO partnership integrates with your business to serve as a full-service outsourced HR department.

It is hard to focus on your vision and building your bottom line when you are worried about FMLA, #Metoo, and Obamacare, and the many new and changing employment laws. Outsourcing with a PEO, like Propel HR, provides the expertise, as well as peace of mind, to handle the complex facets of HR. The co-employment model serves as a one-stop-shop with access to, not only better employee benefits, support for HR compliance.

In fact, companies that use a PEO:

Are 50% less likely to go out of business
Grow 7-9% faster
Have 10-14% lower employee turnover

That’s why 98% of companies using a PEO would recommend one to their colleagues.

It is time to recall why you started your business? What was the dream that got you motivated each morning? Have you lost sight of that vision in the minutia of being an employer? Is it time to reignite your passion for your business? If so, it may be time to consider outsourcing your HR.