Cost:  Average pay for an experienced HR Generalist in a major metropolitan area in the USA is $85k-$103k and jumps to $110K-$134K when you factor in a decent benefits package.  This doesn’t include the added allocated cost of an HR Director ($168K) or VP of HR ($198k)for oversight.  Outsourcing your critical functions such as ADA and FMLA administration, employee relations and performance management can easily cut this cost in half or less. 

Scalability: With CHRO, you pay only for what you need. You don’t have to carry the cost of an additional HR role when you don’t have enough employees to keep them occupied full time. Through our proprietary processes and experienced staff we can accommodate 10, 100 or 500 extra employees all for an incremental increase per employee. This makes us the ideal solution for a growing business.

Eliminates Conflicts of Interest: Outsourcing HR is particularly effective because it eliminates the conflict of interest that many HR personnel feel.  Internal HR departments are subject to all the company wide policies and initiatives they implement, so they have a vested interest in pushing overly generous policies that erode bottom lines or undermine desired corporate culture. HR personnel may also push back on policies designed to streamline operations if those policies are unappealing for the,.  We have seen this routinely with work from home policies.  This conflict of interest can also erode trust between management and HR, leading to management rejecting good HR advice. 

Superior Legal Compliance: Executive management often reports frustration with HR’s failure to stay up to date on current issues or changes in the rapidly changing regulatory landscape. These failings usually come to light when legal counsel has to get involved in an issue.  While we are not a law firm, we do have an experienced lawyer on our staff who stays up to date on all employment law developments including case law, regulations and statutory amendments.

Enhanced Workforce Rapport: Employees often have a negative perception of HR departments, perceiving them as nothing more than an extension of management.  Thus, if they feel negatively about management, that perception extends to HR.  This means they are not as forthcoming with valuable information about internal management issues that, if left unresolved, are can lead to unionization, performance deficiencies, loss of valuable employees, and significant liability for unlawful employment practices.

Companies Capitalize on Vendor Relationships: There is a different relationship between a business and its vendor compared to its relationship with employees.  Employees work hardest initially to get up to speed and make a good impression but then often settle into a routine that make it challenging for them to adapt to changing business priorities or adapt to new business challenges.  As a vendor we operate on contracts, this means we always need to prove our worth or risk losing you as a client.  We don’t have the luxury of putting your priorities on a back burner as we focus on our priorities. With CHRO, LLC, your priorities are our priorities, and together, we can bring you closer to your corporate objectives.