Services
Payroll and HR technology
The right system for your size, set up so that a new hire is entered once and a benefits election becomes a payroll deduction without anyone retyping it. Most of the pain employers blame on payroll is really a wiring problem between systems.
Who this is for
- Employers running payroll in one system and benefits in another that do not talk
- Companies that have outgrown a starter payroll product but dread the migration
- Businesses where someone still reconciles the carrier invoice by hand each month
- Employers with hourly, field, or multi-location staff and no reliable time data
The problems it solves
The carrier invoice never matches the deduction register
Someone terminated in March is still billed in May. A dependent was added and the deduction never changed. Every month someone spends hours chasing the difference, and most months it gets written off rather than recovered.
Onboarding takes three systems and a paper folder
New hire paperwork, benefits enrollment, payroll setup, and I-9 verification all live in different places. Something always gets missed, and it is usually discovered at the worst possible time.
You are paying for modules you never turned on
Performance management, applicant tracking, learning. Bundled in at signup, never implemented, still on the invoice three years later.
Reporting means exporting to a spreadsheet
Anything your leadership actually wants to know, such as true labor cost by job or benefits cost per head by location, requires a person and an afternoon.
What is included
System selection
An honest assessment of whether your current platform is the problem. Sometimes it is configuration, not the product, and switching would cost you six months for nothing.
Benefits to payroll integration
Enrollment elections flow into deductions automatically, so the carrier invoice and the payroll register agree without a monthly reconciliation exercise.
Implementation management
We run the migration: data mapping, parallel runs, testing, and the go-live. You are not left alone with an implementation consultant and a spreadsheet.
Onboarding and offboarding flows
One entry point for a new hire that covers payroll setup, benefits eligibility, I-9, W-4, and direct deposit, with the right things triggered on the right dates.
Time and attendance
Time capture that works for field crews and multiple locations, feeding overtime and ACA hours tracking without a manual export.
Reporting you can actually use
Labor cost by job or location, benefits cost per enrolled employee, turnover, and overtime trends, available without exporting anything.
Ongoing administration
We stay in the system with you. Changes, questions, and quarter-end issues come to us rather than to whoever on your team knows the software best.
Vendor management
When the platform breaks or the invoice is wrong, we open the ticket and chase it. You will not sit in a support queue.
How this connects to everything else
Payroll is where benefits decisions become real money, and payroll data is what ACA reporting is built from. If your deductions are wrong your invoice is wrong, and if your hours data is wrong your ACA filing is wrong. We handle benefits, payroll, and compliance together specifically so those three stop being three separate truths about the same company.
Questions about this
No. We work with the major platforms, and often the fastest win is configuring what you already have correctly rather than migrating. We will tell you plainly if your current system genuinely cannot do what you need, and we will tell you just as plainly when it can.
See what your benefits should cost.
Thirty minutes on the phone, a couple of documents, and a written report you keep. If we cannot find anything worth changing, we will tell you that and you will have it in writing.