Working with an objective, third-party consultant to poke holes and uncover flaws in the HR process will be an eye-opening experience that will lead you to innovative value-saving opportunities and better benefits expenditure plans.
We perform a comprehensive overview of your company, gathering extensive data and anecdotal information to uncover where you’ve been, what your current pain points are and optimized plans for a successful future based on business KPIs.
PEO Benchmark's job is brokering better health insurance and benefits plans by providing a thorough PEO Cost and Spend Evaluation for businesses.
Our comprehensive analysis involves quantifying and qualifying hard and soft costs related to your business needs and spend, then benchmarked against expected open market costs after leaving a PEO.
PEO Benchmark Analysis Results:
We assess investments, strategy, and engagement across the entire employee experience by looking at the sum of all investments and interactions an employee has with a company
A new way to identify human capital cost savings and reinvest for growth, profitability, sustainability and trust. We optimize human capital strategies available at alternative budgetary levels and identify non-working money to reinvest and ignite growth.
We perform a line by line analysis of discretionary human capital investments that frees up cash to improve growth, EBITDA and culture.
"Mike is a straight-forward, concerned partner who cares about the end-result for his customers. Mike impressed me when he stepped in to an opportunity with one of my prospective customers and understanding that they needed impeccable service, coordinated intentionally to bring in his entire team to meet with them as a show of support."- Julia R., Regional Sales Executive, SyncHR
"Michael is very upfront, clear, and responsive. He is very strategic in his thinking and is always prepared for whatever comes his way. I highly recommend him as a valuable business partner."- Lori Wigler, VP of Finance & HR, Eminess Technologies
When you first latched on to a PEO some years ago, it may have seemed like a great solution to your HR infrastructure.
When professional employer organizations first became popular in the 1980s, they solved a lot of problems for small to..
So maybe you’ve thought long and hard about your company’s HR and benefits programs, and determined it would be better off..