Human Resources Outsourcing (HRO)

HR Outsourcing (HRO) organizations enable companies to drive cost savings and the freeing of human resource professionals to focus on more strategic efforts, HR functions are among the services organizations are most likely to choose to outsource. As a result, HR professionals are being asked to identify outsourcing solutions for businesses and guide organizations through vendor selection and management of the outsourcing relationship. HRO is a contractual agreement between an employer and an external third-party provider whereby the employer transfers the management of, and responsibility for, certain HR functions to the external provider. Many types of HRO options are available to employers. The options can be as specific as outsourcing one particular aspect of one HR function—such as applicant tracking for affirmative action purposes—or as broad as outsourcing the entire human resource department.
Human Resources Outsourcing (HRO)
Human Resources Outsourcing (HRO)

The process of deciding whether to outsource HR functions begins with consideration of how outsourcing could help an organization and includes how well positioned HR would be to help the organization manage a transition to outsourcing. It is important to analyze how the company is currently delivering HR and to identify whatever gaps may exist between the organization’s HR needs and HR functions. Employers should also research the outsourcing industry and its trends and analyze how industry trends could affect their organizations.

What differentiates ElevationHR is one of the only MB&E certified HROs in the country. Along with our superior customer success service model and our ability to manage down costs, our minority ownership enables our customers to capture valuable supplier diversity spend requirements which on an increasing frequency are being required by government entities and socially conscious companies. Our secret is that the entire HRO spend including admin fees count towards the diversity spend.

Below are the solutions ElevationHR can provide via its PEO strategy:

Payroll & Tax Administration

  • Gross to net preparation and distribution of payroll checks and/or direct deposits Reporting, withholding and remittance of employer related payroll taxes
  • Garnishment & Employee Deduction Processing
  • Customized Payroll Reporting
  • Certified Payroll Processing
  • Allocation of Payroll dollars by Location, Job, Department, etc.
  • Time & Labor Management
  • New Hire Reporting
  • Processing and distribution of year-end W-2’s

Benefits Administration

  • Provision of Health Insurance
  • 401(k) Plan
  • Dental & Vision Insurance
  • LTD, STD Insurance
  • Employee Wellness Program
  • Employee Assistance Program (WAP)
  • Reconciliation of Carrier Invoices and Payment Remittance
  • Handling of Employee Questions regarding Coverages and Claims
  • Online & Onsite Enrollment Assistance
  • Addition & Deletion of Employees in Carrier Systems
  • COBRA Administration
  • ACA Compliance

HR Support

  • HR Consulting and Compliance
  • Human Capital Management
  • Employee Handbooks
  • Performance Management
  • HR Online Training
  • Web based Payroll reporting
  • Employee & Manager Self-Service Portal
  • Online Onboarding & Offboarding of Employees
  • GL and Accounting Integration
  • Unemployment Insurance Claims Administration

Employer Liability & Risk Management

  • Employee Relations
  • Liability Management Training
  • Employment Practices Liability Insurance (EPLI)
  • Mediation /Arbitration
  • Substance Abuse Prevention
  • Termination Assistance
  • Ethics Hotline
  • Employee Handbook
  • Developing HR Policies & Procedures

Workers Compensation & Safety

  • Employee Safety Manual Development 401(k) Plan
  • Online & Onsite Safety Inspections
  • OSHA Compliance
  • First Report of Injury Reporting
  • Return to Work Programs
  • Risk Assessment Analyses
  • Workers’ Compensation Insurance

Talent Acquisition

  • AI Driven TechStack
  • Automated Social Sourcing
  • Competency Based Hiring Process
  • Automated Interview Scheduling
  • Enhanced Selection Process
  • Increased Brand Impact
  • Reduced Time-To-Fill
  • Regression Analysis on Revenue, EBIT/DA or other company metrics

Talent Management

  • Onboarding & Engagement
  • Employee Development
  • Performance Management
  • Competency Management
  • Succession Planning
  • Compliance Training
  • Customer Facing Training
  • Leadership Development
  • Workforce Planning

Government Contract Services

  • Americans with Disabilities Act
  • Age Discrimination in Employment Act
  • Title VII, Civil Rights Act of 1964
  • Pregnancy Discrimination Act
  • Uniformed Services Employment and Reemployment Rights Act (USERRA)
  • Code of Business Ethics and Conduct
  • Family and Medical Leave Act (FMLA)
  • Genetic Information Non-Discrimination Act (GINA)
  • Drug Free Workplace Act
  • Fair Labor Standards Act (FLSA)
  • Claims & Audits with Federal and State Civil Rights Agencies
  • Equal Employment Opportunity Commission