By Jean Roque, President, Trupp HR.

Which One is the Perfect Fit for Your Company?

Eventually, businesses reach a point where they recognize the need for human resources expertise. At that point, the question becomes what kind of HR help is available and what will best address the urgent and/or ongoing needs of my business? In the past, most small to medium-sized employers chose to either hire an HR professional or contract with an HR consultant. Today, however, employers can leverage a range of flexible business models to quickly and economically add HR expertise to their business.

On Demand HR

What if you could leverage a reliable and knowledgeable HR resource as needed without the time and money expended sourcing and paying for a typical HR consultant? On Demand HR is ideal for companies that are relatively small and are utilizing internal, non-HR staff members to address current HR administrative needs. Utilizing On Demand HR can help businesses:

  • Avoid the expense of consulting with an attorney at times when topics are easily addressed by a competent, HR professional.
  • Prevent companies from making decisions or handling issues in a manner that could place their company at risk.
  • Prevent internal resources from using valuable time researching how to handle employee-related issues.

Topics that are frequently supported by On Demand HR include: employee hiring, discipline, and separation; unemployment claims; leave laws and administration; and, wage and hour compliance.

Standardized HR Offerings

If you’ve experienced frustration with outsourced projects exceeding project estimates, ‘ala carte’ HR offerings address frequently-requested HR needs with a standardized approach and price. Rather than hiring a consultant to work on an issue with somewhat of an open-ended, fluid process and budget, standardized HR offerings apply a defined, yet personalized approach to deliver expected results at a set price. Standardized HR Offerings may address areas such as:

HR Outsourcing

If your company has reached the point where it is contemplating adding or ‘upgrading’ an HR professional, spending excessively on HR consultants and attorneys, or consuming key team members with employment-related issues, it may be time to consider an HR Outsourcing (HRO) model. HR Outsourcing is ideal for small and emerging companies who are interested in the benefits of a comprehensive HR department in a pricing model that aligns with the changing needs and size of your organization. Although there are HRO solutions available that are completely remote, an HRO solution that offers local, on-site presence coupled with off-site, shared services is ideal because it enables the HRO provider to internalize your company culture while becoming a trusted and integral part of your team. Depending on the HRO provider and your business needs, HR Outsourcing solutions may include:

  • Workforce Management (recruiting, employee orientation, recordkeeping)
  • Total Rewards (compensation, benefits, unemployment, workers compensation, leave administration)
  • Employee Relations & Policies (performance evaluations, absence management, employee engagement, discipline, separation, investigations, employee handbook)
  • Organizational Development (employee and leadership training, succession planning, organizational change)
  • People Strategy (HR performance metrics, HR planning and budget, alignment with business strategy)
  • Human Resource Information Systems (manage employee data, track key measures, build benefits and management reporting)
  • Payroll Processing (time & attendance tracking, employee self-service, year-end W-2s)

Whether your business chooses to hire an HR professional, contract with an HR consultant or leverage some of the newer choices for HR services, ensuring your business has a competent and compliant HR program can reduce organizational risk while increasing profitability.