The Finders’ Post

Sharing for reach across the Advanced Resources network. #PayrollBenefits #EmployeeBenefits #PayrollSolutions #HRBenefits #CompensationAndBenefits #PayrollManagement #BenefitsAdministration #EmployeePerks #HRTrends #WorkplaceBenefits #AdvancedResources

"We are happy with our benefits broker" - most common response in cold outreach to HR Leaders. Somehow land a first meeting 🪄 In the first meeting, HR Leaders reiterate how happy they are with their current broker.... This is where it gets fun 🙂 Me: Does your broker manage eligibility - new hires, terminations, COBRA? HR: No, we manage that in house ... 🤨 * feeds tend to be broken * Me: Does your broker manage carrier bill auditing and reconciliation HR: No, we manage that in house.... 😑 Me: Do your employees have direct access to your broker for support? HR: No, employees come to HR first then we relay escalated issues to our broker .... 😖 Me: When do you receive your renewal? HR: Typically 60 days before the effective date. We've had a low to no increase the last 5 years... 🫠 Me: Do you know how much you pay your broker? HR: No, we don't receive invoices ... 🙄 These question are the tip of the iceberg 🧊 !!! Never ceases to amaze how "happy" HR teams are with their broker for how little service they get in exchange for oodles of money 💰💸🤑 HR Leaders and Team: Y'all deserve more time back to focus on more strategic HR initiatives Y'all deserve happier, more engaged employees Y'all deserve to spend less money on insurance premiums Y'all just deserve better 🫡 💯

Great post from my colleague Gordon on why SMB teams in the US should consider PEOs. While we're newer to the PEO space, our global reach, tech-driven platform, and excellent support have already earned us a spot in Forbes' top 10 PEO providers. Reach out if you'd like to discuss how we can best support your team!

Here’s why I like talking with the C-suite & HR professionals about their employees' benefits. Most get them from PEOs (Professional Employer Organizations). Example: Let’s say you’re a small business in the US just hitting that 50 employee mark. That means you legally have to offer benefits to your employees. Let’s say you want to manage that in-house & hire an entry-level benefits manager. $50k/yr salary $20k/yr on their benefits 3 months training & onboarding Another $20k (ish) spent during the search & hiring process Opportunity cost of running the search instead of doing something else Plus you have to have someone research all the possible plans out there that could work for your small business. There's a lot. All to get one entry-level person running benefits. Plus, that package will either be (A) cheap & pretty bare-bones, or (B) pretty decent & pretty expensive. Or, for about $60k a year, you could hop on with a PEO. They're buying benefit plans for hundreds of thousands of people, so you get warehouse pricing for some pretty solid plans. This is one of the things that Deel offers, but we're definitely not the only player in this space. Might be worth a conversation.  

Fantastic opportunities

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Should you hire self-employed contractors or full-time employees? I've been listening to what HR directors say on this.. This is what they think: HIRING AN EMPLOYEE: ✅ Control: You get control over when, how and where they do the work. ✅ Loyalty: Employees offer consistent availability. Contractors after they finish your project may not be available for future assignments if busy. ✅ Way of working: You can shape them to do things the way you want. You can give them performance objectives and training. A contractor may already have their own way of doing things. ................................................................................................................... HIRING A SELF EMPLOYED CONTRACTOR: ✅ Expertise: they are usually an expert at what they do with no training required. Great if you have an immediate project or lack the expertise yourself. ✅ Can be short term: you can have a contract for services for a fixed amount of time. And the benefit over an employee is that if you don’t like them – you can end the contract easily if you’re not happy with their work. ✅ Payroll is simpler: as they look after their tax deductions, have their own insurance and do not have the same rights as employees. There’s no sick pay, benefits, pension etc. ✅ No equipment needed: They should have their own equipment / tools as a self-employed contractor – so no car / laptop / phone needed. 💭 Do you think hiring contractors is cheaper or more expensive than employees? Let me know in the comments!

DVA is not associated with this job posting Offboarding Specialist - Employee Lifecycle (German) EMEA https://lnkd.in/gEFXiZdp Key Responsibilities Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote’s clients and their employees. Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests. Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. Process offboarding on Remote’s internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle’s internal stakeholders. Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding process. #business #entrepreneurship #leadership #strategy #innovation #growth #success #management #marketing #sales #finance #productivity #networking #professionaldevelopment #career #teamwork #startup #smallbusiness #digitalmarketing #branding #customerexperience #technology #economy #investing #consulting #entrepreneurmindset #leadershipdevelopment #businessowner #worklifebalance #corporateculture

Many businesses struggle to find qualified candidates, especially when it comes to offering a comprehensive benefits package. Here at Synergy HR, we can help! Did you know that when you hire through us, your temporary or contract employees can be offered a full suite of benefits, including: ✔ Medical Insurance ✔ Dental Insurance ✔ Vision Insurance ✔ Term Life Insurance ✔ Short-Term Disability Insurance This competitive benefits package makes your company a more attractive option to top talent, even before they convert to a full-time position. It shows you prioritize employee well-being from day one, increasing your chances of attracting and retaining skilled workers. Let us handle the HR headaches! We'll take care of administering these benefits for your temporary and contract staff, allowing you to focus on what matters most – running your business. Ready to learn more? Contact us today to discuss your staffing needs and how we can help you build a winning team with a competitive benefits package! P.S. Share this post if you know a business owner looking for top talent! #staffing #benefits #talentattraction #recruiting

The number of companies that assign their HR/People function to someone in a finance, legal, or admin role still shocks me. Even more, I often see executives who oversee HR with zero experience in the function. You would never assign the tasks of a CFO, CTO, or CMO to another team so why is it okay to task someone with no subject matter experience to oversee the most critical assets - aka the people! - of your company? This is where fractional HR comes in. If companies can't afford a full time HR pro, hire an experienced leader ( 🙋🏻♀️ ) for a fraction of the cost to spot issues before they arise and to leverage their experience to mitigate risk, optimize processes and costs, and to create a better experience for the entire team. Your people are worth the investment. www.jackyturnbull.com ***** Editing to add a clarifying point to my post because I received a note from someone whom I greatly respect sharing a differing perspective (thank you!). I do not mean that an HR function shouldn't report into another functional leader such as a CFO, GC, COO, etc. In my career thus far, finance and legal teams are usually where I find my strongest partners, champions, and coaches. HR reporting into these leaders can be beneficial in many ways. My thought is about companies which don't have an HR department and instead assign people-related tasks to their payroll team, attorneys, executives, or receptionists (as a few examples) without giving those people the resources to be successful. Those are opportunities where I think it's beneficial to bring in fractional HR to help provide expertise to those who are learning HR as a function of their expanded role.