HROs either charge a per-employee per-month fee or a percentage of each employee’s pre-tax monthly salary. How much you’ll end up paying depends on how many employees you have, what features you need, and where your business operates. 

As you talk to HRO providers, ask them for a cost breakdown specific to your company and needs. That way, you can more easily compare costs and pick one that will give you the most bang for your buck.

HROs offer a range of services to help you streamline your HR operations. As we mentioned previously, they tailor their HR packages to your needs, so you could benefit from some or all of what they provide. For example:

• Benefits: HROs help you offer a variety of employee benefits, from healthcare (like medical, dental, and vision insurance), wellness perks and fitness memberships, commuter benefits, 401(k) plans, and more.
• Payroll administration: HROs can automate your payroll services, with some integrating with accounting software like Xero, Quickbooks, and QBO. They can also automate direct deposits for full-time employees, vendors, and contractors, and split payments across multiple accounts, if necessary.  
• Compliance: Remain compliant by letting an HRO handle all government-related paperwork, filings, and more. This includes everything from workers’ compensation, to W-2 and 1099 filings, to Employment Practices Liability Insurance, to unemployment insurance filings, and more. 
• PTO: Easily manage paid time off for your employees with tools that streamline and automate PTO requests and approvals. 
• Employee Retention: With HRO help, you can keep employees engaged and happy with a retention strategy that includes everything from onboarding and training, to performance management, to leadership training, and more.
• HR Consulting: If you’re looking for guidance from HR professionals, some HROs offer consulting services to provide HR best practices and tailored advice on topics ranging from paid family leave to terminating employees, to managing overtime, and more.‍
• Mobile access: Most HROs have a mobile app for both employers and employees. Employers can access their admin portals and benefits, while employees can access and manage their benefits portals, track PTO, and more.

To ensure you pick a solution that’s right for you, you’re going to want to evaluate a few companies before you make a decision. Part of that evaluation process should include a demo where you can see the product in action and speak to a rep about all the features and costs as well as your questions and/or concerns. Common questions to ask on these demos include:

• Do you integrate with other systems (like accounting, expenses, or time tracking)?
• What security measures do you take when handling employee data?
• What HR tasks and features do you specialize in?
• Can we pick features a la carte based on our needs?
• How do you help with recruiting and onboarding? Do you write job descriptions for us? Do you run background checks? Will you create an employee handbook for us based on our unique needs?
• What employment laws do you help with?
• How do your services differ from typical PEO services?
• How will this solution fit into the rest of my tech stack? What integrations do I need?
• How will others in the organization use this solution?
• Are there any concerns or issues that existing customers talk about? 
• How does pricing work?
• What implementation guidelines do you suggest?

Implementing an HRO depends on the solution you choose and the features you end up outsourcing. It’s important to discuss implementation requirements with your HRO provider so you know exactly what is expected from your end. For example, will you need to involve your IT team to manage certain tech integrations? 

In general, we recommend the following implementation plan best practices:

• Elect a project manager: If the implementation process will take a lot of time and require participation from key stakeholders, you’re going to want one person to run point and make sure everyone is on the same page with timelines, communication, etc. 
• Create a timeline: Map out exactly what needs to get done, by when, and by whom. Your project manager will then use this as a guide to keep everyone and everything on track.
• Communicate: Keep a continuous dialogue with all parties involved in the implementation, including internal stakeholders and your HRO partner. Having regular check-ins always helps keep things running smoothly.