When you’re choosing a partner to help you with your HR needs, you shouldn’t have to pick and choose from a list of solutions—you need access to every solution tailored to your business’s changing needs. Here is a list of seven HR solutions that you should consider.
1. Employer Compliance
Your business needs to stay in front of regulations that impact it, including laws and regulations that impact the following:
- The Affordable Care Act
- State leave laws
- Employee handbook compliance
- I-9 documents & employment eligibility
- COBRA
- EEO messaging
- Employee discrimination
- Employee classification
- Overtime pay
- Leaves of absences
- Employee records
2. Training & Development
If you want to guarantee better job performance for your entire team, then invest in training for your managers and employees. Equipping your team with tools to help them do their jobs better benefits your whole organization.
Training examples may include:
- Effective interviewing and selection techniques
- Performance feedback
- Your responsibilities as a manager
- Harassment avoidance
- Effective communication
- Respect in the workplace
3. Performance Management
Finding, managing, training, and developing your employees with human resource solutions may be one of the most important things you do (and spend money on) in your business. You need a plan to communicate effectively with your employees, set performance expectations, establish methods to measure success, provide constructive feedback, and more.
4. Benefits & Benefit Plan Administration
To get top talent, you need competitive benefits. Don’t miss out on great employees because your small or midsized business can’t afford the benefits your competition offers. The HR solution you select should manage a comprehensive benefit offering so you can recruit and retain the best employees. Share on X
We suggest looking for a partner that can provide large group access to the following benefits:
- Group health, dental, and vision
- 401(k) options
- Life/AD&D
- Long and short-term disability coverage
- Employee Assistance Plan (EAP)
- Health savings accounts
- Flexible spending programs
- Retail and entertainment discount program
- Online, mobile-friendly access to review and enroll in benefit plans and offerings
Not only should your partner offer competitive benefits—they should remove the burden of benefits administration from you. Allowing them to spend time figuring out if you’re getting a good plan, addressing compliance issues, and communicating the plan details to your employees—plus managing insurance vendor relationships—is one key thing to look for.
5. 401(k) Plan
How your employees invest in their futures is important to them, so it should be important to you. The 401(k) offering you pick should include these features:
- A secure web portal
- Annual auditing
- Oversight by a proven investment committee
- Pre-allocated portfolio options
- Easy-to-use plan summaries
- Newsletters with up-to-date balances for plan participants
- Access to investment advice from plan representatives
6. Risk Management
Workplace injuries can happen anywhere—anything from a slip and fall in the office parking lot to a repetitive motion injury—and your office isn’t immune. While some employers have more potential risks than others, no matter your organization, it’s good to have resources for employee risk management on hand if and when you do need them. If you do have a claim, you need to be sure you have a partner to help guide you through: To provide the required workers’ compensation insurance policy, manage it, respond to claims, and then help with a successful return-to-work scenario.
7. HR Policies & Practices
It’s crucial to identify the best way to communicate appropriate workplace policies and practices that keep you compliant and keep you in touch with your company’s culture, and then codify it in your employee handbook. Your employee handbook of policies should be something everyone in your organization can understand and follow consistently. It should include:
- Regulatory policies: We’ll guide you through regulations for policies including (but not limited to) equal opportunity employment, employment at will, overtime pay, pay and time record keeping, and sexual harassment policies.
- Paid time off policies: We’ll help you determine and communicate how your organization handles paid time off practices like holidays, vacation, and sick time.
- Leaves of absence policies: While you may not know when an employee will need to take a leave, it’s much easier to have one outlined in advance that answers all the questions.
- Flexible work schedule policies: We’ll help you determine what kind of flexible schedules you can accommodate.
- Acceptable use policies: We’ll assist in creating use policies for company property, including phones, computers, cars, etc.
- Business and travel reimbursement: Create clear policies around what employees do and do not get paid back for when traveling.
8. Payroll Processing
Getting paid correctly and on time is the cornerstone of your employees’ agreement with you. Don’t leave any of your payroll or tax information to chance. You should partner with an HR solution provider who gives you precise payroll and tax administration and ensure your payroll taxes are deposited and filed accurately—all in a timely manner.
Look for the following in an HR provider who does payroll:
- Single and multi-state payroll
- Online processing
- Time clock feed options
- Holiday, sick, vacation, and other accruals
- Unbundled, transparent payroll reporting
- Child support and miscellaneous garnishments
- W-2 preparation and distribution
- State unemployment insurance tax account (SUTA) management
- Employer tax deposits and filings; Form 940, Form 941, and W-3 transmittal—our tax engine uses your ZIP code to calculate correct tax info, so we know the exact amount to tax your employees
At Genesis, you’ll find all of these human resource solutions in one place!
Unlike other options, where you have to pick and choose what your organization will get, Genesis HR offers all of these solutions to our PEO clients. Think of it not as an a la carte menu, but getting the entire buffet. As your PEO, we give you access to every single HR solution we offer, so you can utilize some or all of them as your business grows and changes.
To learn more about how your business will benefit from a partnership with us, schedule a free discovery call today.
