Highflyer HR is a cloud-based human resource management solution that is suitable for businesses of all sizes. It provides tools to help HR departments manage their payroll, time and attendance, enrollment and other HR routines. Other features include a module for ACA reporting and compliance management, automated onboarding, applicant tracking and more. Highflyer HR's payroll functionality allows users to preview payroll in real time and offers features such as garnishment management, custom reporting, automated tax filing and multiple payment options. Managers can also track and process time and attendance for their workforce by collecting data through a time clock or through Highflyer's mobile application. Highflyer HR is the hybrid of almost 280 years of business success that has been featured in the Wall Street Journal and other publication as a model for innovation. With over 50+ years of Human Resources consulting experience, we understand and can navigate complex business scenarios with expertise. Our user-friendly solution lets you streamline HR, payroll, time, and benefits to help manage time-consuming tasks. One login, accessible anywhere and anytime, means it’s ready when you are. Regardless of how many locations, or number of employees, Highflyer HR provides you with a flexible and intuitive solution including the vital data you need to make more informed business decisions and drive employee engagement. Services are offered on a monthly subscription basis that includes support via phone and email.
External link for Highflyer Human Resources, LLC
7800 Office Park Blvd.
Suite 100
Baton Rouge, LA 70809, US
🚨 Question of the Week: 🚨 We’ve just hired a remote employee who will work in a different state. Should we update our employee handbook? Answer: 👉 Probably! Here’s why: When your remote employee works in a different state, you must follow the labor laws in their location. Each state has unique rules around wages, breaks, leaves, and more. If you don’t update your handbook, you could risk non-compliance. 😬 🔍 Step 1: Review your handbook and identify any changes needed based on the new state’s laws. 🔍 Step 2: Decide whether to create state-specific policies or adopt a single policy that covers all employees across every state. 💡 Tip: State-specific policies can be tricky to manage, and employees in states with fewer benefits may feel left out. But having a single, universal policy means aligning with the most generous state requirements—potentially increasing costs, but ensuring consistency and fairness. 👇 Want to learn more? Comment “Remote Work” for a free Remote Work Guide to help you navigate compliance risks, logistical issues, and strategic questions that come with managing a remote workforce! 👇 #HR #RemoteWork #EmployeeHandbook #WorkplaceCompliance #HighflyerHR
Unlock the Power of People Analytics! With our integrated HR/Payroll Technology, you can easily track metrics like time to fill, employee performance, turnover, and more—right at your fingertips. This dashboard makes HR Directors the heroes of the C-Suite by providing CFOs and CEOs with real-time, actionable insights they love. 🚀 Transform data into decisions and empower your team today! #HRTech #PeopleAnalytics #PredictiveAnalytics #HighflyerHR #CFOApproved
🛩️ Question of the Week: HR Edition! 🛩️ 💭 An employee has requested a four-week medical leave to have major surgery. Do we have to hold his job for him? Answer: Most likely, yes! Your employee is probably eligible for one or more types of job-protected leave: 1️⃣ Federal Family and Medical Leave Act (FMLA) or a state equivalent may provide unpaid but protected leave. 2️⃣ They could also qualify for state-paid family or medical leave, which is essentially short-term disability insurance. This may include both compensation and job protection. 3️⃣ Don’t forget the Americans with Disabilities Act (ADA) or similar laws, which may require you to offer leave as a reasonable accommodation. Even if these laws don’t apply, it’s important to stay consistent with your company’s past practices and written policies. Always make sure you’re treating your employees fairly and in compliance with all applicable laws. ⚖️ Need more HR insights? Follow us for weekly tips to keep your HR strategy on point! 🔍 #HR #MedicalLeave #FMLA #EmployeeRights #Compliance #HighflyerHR #QuestionOfTheWeek
🛩️ Question of the Week: HR Edition! 🛩️ 💭 Can we ask applicants if they have a car? 💭 Answer: It depends on the job! 🚗 If the role requires a personal vehicle—say, you’re hiring a courier and don’t provide a company car—then yes, asking about car access is fair game. But if you’re just concerned about punctuality, it’s better to ask if they have reliable transportation, and stress the importance of being on time. ⏰ ⚠️ Asking about an applicant’s personal assets (like a car, house, or even an airplane!) can be risky and could lead to issues with equal employment regulations if not handled carefully. So, unless a vehicle is essential for the job, skip that question! Need more HR insights? We’ve got you covered! Keep tuning in for your weekly dose of HR wisdom from Highflyer HR—helping you navigate the HR skies with ease! 🌍✈️ #HR #HiringTips #HighflyerHR #JobInterviews #EqualEmployment #QuestionOfTheWeek
👻 The only thing scarier than ghosts, goblins, and monsters this Halloween... is going into 2025 without access to your company's vital data! 🎃 At Highflyer HR, we believe that business leaders make the best decisions when they have the right data in their hands. 📊💡 That’s why we’re offering FREE Predictive People Analytics to all new clients in 2025! 👀 Picture this: detailed insights into your workforce, trends, performance, and more—all at your fingertips. Don’t let the fear of the unknown haunt your business decisions next year. 🕸️ Let Highflyer HR's cutting-edge technology guide you to success! Ready to unlock the power of your people data? 🎁 Become a client in 2025 and get these game-changing analytics, on us! #HighflyerHR #PredictivePeopleAnalytics #HRTech #BusinessDecisions #DataDriven #HalloweenSpecial #HRStrategy #PeopleData #2025Goals
Today, we pause to remember and honor the lives lost on 9/11. As a company founded by a US Marine, we remain committed to the values of courage, resilience, and unity that define this nation. #NeverForget #September11
✨ Question of the Week! ✨ 💼 Does taking FMLA intermittently affect an employee’s full-time status or eligibility for health benefits? 💼 🤔 The answer is No! Under the Family and Medical Leave Act (FMLA), employers must continue to provide the same group health coverage that the employee had prior to taking leave, even if it's intermittent. That means the coverage remains exactly the same for medical, dental, vision, and other benefits—just as if they were still working full-time. 🏥🦷👀 ✅ Whether it's just the employee, employee and spouse, or the whole family covered, those benefits don’t change! At Highflyer HR, we’re here to make sure you’re always in the know when it comes to HR policies and keeping your employees protected. 💡✨ #HighflyerHR #QuestionOfTheWeek #FMLA #HRCompliance #EmployeeBenefits #HRTech #HealthCoverage #TeamHighflyer #HREducation
🌀 Hurricane Season is Here—Is Your Business Prepared? 🌀 At Highflyer HR, we believe in being proactive, especially when it comes to the safety of your employees and business. As we enter hurricane season, preparation is the key to minimizing risks and protecting your operations. We’ve created a Hurricane Contingency Plan Checklist to help you navigate the storm before, during, and after. Here's what you’ll find: ✅ Pre-Hurricane Annual Reviews and Preparedness ✅ Step-by-Step Actions during Hurricane Watches and Warnings ✅ Post-Hurricane Recovery Guidelines ✅ Critical resources like communication protocols and safety equipment Be ready when it matters most—click below to download your checklist and safeguard your business today! 📲 #HurricanePreparedness #BusinessContinuity #SafetyFirst https://lnkd.in/gDtU6AAN
🛩️ Question of the Week: HR Edition! 🛩️ 💭 Do we need to pay our remote employees for a full day if they lose internet access for a few hours? 💭 Answer: The answer is… it depends! 🕵️♂️ If your employee is exempt under the Fair Labor Standards Act (FLSA), you’ll need to pay them their full salary for the day if they managed to get any work done before or after the outage (or both). So, a few hours offline won’t impact their paycheck! 💸 For your nonexempt employees, you only need to pay for the hours they actually worked. If their internet goes down and they can’t do anything else during that time, those hours don’t need to be paid. However, if they’re spending time troubleshooting the issue (even if it's just chatting with your IT team), that’s work, and they should be paid for it! 🖥️🔧 Remote work can get tricky, but we’ve got the answers to keep you on the right track! Tune in every Wednesday for more insights from Highflyer HR—your co-pilot in navigating the world of HR! ✈️ #HR #RemoteWork #HighflyerHR #FLSA #HRCompliance #QuestionOfTheWeek