Benefits are important. Over 50% of employees have left a job due to finding better benefits elsewhere. To stay competitive, your business needs to provide rock-star benefits packages.

Running a construction company is hard work. Between securing contracts, on-site management, technology, and bidding, you have your hands full. So, when it comes to time-consuming tasks like HR administration, there’s a good chance you simply don’t have to tackle all of those complex, mundane, repetitive, and manual responsibilities.

All businesses, from tech startups to small and midsize businesses, need great employees. Part of attracting and retaining top talent requires companies to offer a robust benefits package. But for many small tech companies and startups, navigating the world of benefits is a daunting task.

HR administration is a thorn in the side of small-to-medium-sized business owners. Not only do business owners spend an average of one-fifth of their time dealing with HR issues, but the cost, scope, and nuance of HR can quickly become overwhelming. So, is it any wonder that 76% of business owners outsource their HR administration?

Many IT companies have to operate with thin profit margins. This circumstance limits their spending considerably. Meanwhile, attracting top talent is always on the agenda.

Employers know that they are required to carry workers comp insurance. However, many do not understand that without optimization, workers’ comp costs can take an unnecessarily large chunk of a company’s bottom line.

Every business needs certain documents. You have to file things like Articles of Incorporation and annual reports. But you also need compliance documents. This series of documents includes safety programs.

As a business owner, you face many challenges. You have to have the right marketing and sales campaigns to initiate positive growth. You invest in Research and Development (R&D) to launch new solutions. And you certainly have to keep your customers…

About three-quarters of employees don’t plan to stay at their current jobs for more than five years. For employers, such statistics mean substantial expenses. The cost of turnover can be up to 33% of the employee’s annual salary.

Combating the tsunami of regulatory oversight and ever-emerging standards is a full-time job. You have to keep your eyes on local, state, regional, and federal guidelines in addition to the significant global standards that are slowly creeping their