Human Resources

Your business, Your HR

When starting or growing a company, HR Strategy is not a typical core focus. A few things come to mind when thinking about HR: onboarding new employees, handbook updates, management training, job descriptions, and all of the policies, paperwork, and procedures in between.

Most executives hire an HR generalist when they grow tired of wearing the HR hat. As the company (employee count) grows, another HR generalist may come on board to manage more of the burden. Through continued growth, an HR specialist or HR attorney may be needed to deal with employee conflicts in the workplace, claims of discrimination, sexual harassment, retaliation, or wrongful termination. Soon after, an employer may find himself now with a full department of HR personnel and need to adopt an HR strategy to scale efficiently.

A Professional Employer Organization: The PEO advantage

The nature of every employer is two-fold. One part, is an employer's core business focus behind driving profits and reducing losses. The other part, is their employee management and compliance focus (human resources). The majority of employers are experts in part one and struggle immensely with part two.

Professional Employer Organizations (PEOs) were born, in part, out of the void of employer expertise in Human Resources. In a PEO relationship, HR regulatory compliance at the federal and state levels, as well as transactional HR administration are maintained by a team of experts who's core focus is exactly that. Growing companies who are uninterested in the investment of in-house HR partner with PEOs to overcome the everchanging employer challenges and obstacles.

The iPEO Solution: Your Business, Your PEO

HR is not one-size fits all. HR necessities vary from business to business and industry to industry. HR offerings also vary from PEO to PEO. Most of our clients have some degree of HR infrastructure already functioning in place. Our method is not designed to be rip and replace. We are committed to understanding the true level of HR support needed for your company and industry to compliment current infrastructure and scale for future.

PEOs assist you with the following

PEOs keep you complaint with the following


  • EEO-1 (Equal Employment Opportunity)
  • DOL Claims & Compliance (Department of Labor)
  • ACA Compliance (Affordable Care Act)
  • FMLA Administration (Family Medical Leave Act)
  • COBRA(Consolidated Omnibus Budget Reconciliation Act)
  • HIPPA (Health Insurance Portability and Accountability Act)
  • Title VII of the Civil Rights Act
  • ADA (Americans with Disabilities Act)
  • ADEA (Age Discrimination in Employment Act)
  • Filing I-9s and IRCA (Immigration Reform and Control Act)
  • USERA (Uniformed Services Employment and Reemployment Rights Act)
  • OSHA (Occupational Safety and Health Administration Act)
  • ERISA (Employee Retirement Income Security Act)
  • FLSA (Fair Labor Standards Act)
  • PRWORA (Personal Responsibility and Work Opportunity Act)
  • EPPA (Employee Polygraph Protection Act)
  • GINA (Genetic Information and Nondiscrimination Act)

PEO Core Four


Leverage economies of scale to combat rising costs of healthcare

Improve cash flow by eliminating down payment and audit premium

Manage compliance and receive support for employee recruitment, management, and retention

Leverage technology and easily integrate with your systems to achieve efficiency