HR Doesn't Have to Be a Full-Time Job
Practical guidance on hiring, payroll, and benefits admin, so you spend less time on paperwork and more time with your people.
Ways to Get HR Off Your Plate
Most small businesses handle HR in one of three ways: doing it in-house, working with a PEO that steps in as a co-employer, or using HR software and keeping the controls. Each trades cost, control, and hands-on support differently. Start with the guide that matches where you are today.
Broker vs. PEO vs. HR Platform: How to Outsource HR and Benefits
Three ways to hand off HR and benefits work, what each one costs you in control, and how to choose.
Read more
Benefits Administration
Support with enrollment, employee changes, and renewals, so benefits run without eating your week.
Learn more
HR Solutions
Help with the people side of your business, from onboarding to policies, without building a department.
Learn more
Payroll Services
Payroll that runs on schedule and connects to your benefits, so paydays stay uneventful.
Learn moreBroker, PEO, or HR Platform: Who Does What?
These three get lumped together, but they solve different problems. One advises you, one shares the employer role, and one gives you the tools to do it yourself.
A Benefits Broker
A licensed advisor who helps you choose and manage your health benefits.
You hand off: plan shopping, renewals, and employee questions about coverage.
You keep: your payroll, your HR setup, and full control of your benefits. See how broker pay works.
A PEO
A professional employer organization that becomes your co-employer for things like payroll, taxes, and benefits.
You hand off: much of the payroll, HR, and compliance work, usually for a per-employee fee.
You keep: running your business day to day, though benefits typically come from the PEO's own plans.
An HR Platform
Software that brings payroll, onboarding, and benefits enrollment into one place.
You hand off: the paperwork and the manual tracking.
You keep: the employer role, the decisions, and the compliance responsibility. Support varies by plan.
Many small businesses combine them, such as a broker for benefits and a platform for payroll. The right mix depends on your team size, your budget, and how much you want to handle yourself.
Questions About Handing Off HR
What does a PEO actually do?
A PEO, or professional employer organization, becomes a co-employer for certain tasks such as payroll, payroll taxes, benefits, and HR compliance. You still run your business and direct your team's work, while the PEO handles much of the administration.
Do I give up control of my business if I use a PEO?
You keep control of your daily operations, your hiring decisions, and your culture. What changes is who handles the HR paperwork, and in many cases which benefit plans are available to you, since those typically come from the PEO.
How much does it cost to outsource HR?
It varies with the option and the size of your team. PEOs and HR platforms commonly charge per employee each month, and some PEOs charge a percentage of payroll. Ask any provider for a full breakdown, including what is and is not included.
Do I still need a broker if I use a PEO or an HR platform?
With an HR platform, a broker can still help you choose and manage your health plans. With a PEO, benefits typically come from the PEO's own plans, so a broker's role is narrower. It helps to decide how you want to handle benefits before choosing an option.
Do I need HR support if I only have a few employees?
Many employer responsibilities, such as withholding payroll taxes and verifying work eligibility, begin with your first employee. Small teams often benefit from simple tools or a little outside help, since there is no HR department to catch what slips.
Can I switch options later?
Yes, though it takes planning. Moving away from a PEO, for example, can affect your payroll setup and your health plan, so timing the change around your plan year helps things go smoothly.
This content is provided for informational purposes only and does not constitute legal or tax advice. Please consult your legal or tax advisor to determine how regulations apply to your situation.
Meet Our Benefits Advisors
Ready to Take HR Off Your Plate?
Tell us what is eating up your week, and we will help you find the simplest way to handle it.
Disclosures
We are compensated by the insurance carriers for policies you choose through us. There is no direct cost to you. Compensation may vary by carrier and product. Information on this page is for educational purposes and does not constitute legal, tax, or accounting advice. Please consult your professional advisors about your specific situation. Tax treatment of ICHRA reimbursements can vary by employer and employee. We are licensed to advise clients in Pennsylvania, New Jersey, and Delaware. Contact us to confirm availability in other states.
