We Make Compliance, Benefits Administration and HR Simple
We may not be the largest HR Management Provider, but we know your name.
Helping businesses through the frustrating and challenging HR Outsourcing, Compliance, Training, and Benefits Administration is why we are in business.
From recruitment to human resource management to compensation and leadership training, you spend up to 40% of your day on necessary, but time-consuming HR Management activities, and you may not have an HR background. Knowing this, we have created online and full service HRM solution for every type of company, we are a true one-stop-shop.
Our One-Stop-Shop Solution consists of HR Solutions or Do it yourself (DIY) Web-based Tools, HR eSolutions and ERISA eSolutions) to simplify the entire HRM process. When it comes to outsourcing, it’s vital a business knows all the recent compliance changes set by the Department of Labor (DOL).
Have you had the time to think about benefit and HR compliance, employee engagement, or leadership training? We know you have a choice when it comes to HR Outsourcing. Let us earn your business by speaking with one of our HR or Compliance Coaches.
No risk, pressure or fee involved.
HR Service Focuses On 3 Main Categories Of Outsourcing To Help You Create Peace Of Mind And A Dynamic Culture.
Ask yourself the following questions:
- Do you have a trustworthy HR Outsourcing Partner to help with HR frustrations and missing practices?
- Would you pass a DOL audit, if they walked in the door today?
- Are supervisors saying and doing things that create risk or are they creating highly productive teams?
- Are your employee handbooks and HR functions up-to-date?
Additional Services Available
COVID Toolkit
Complimentary Tools and resources to help employers navigate challenges related to the Corona pandemic. Any questions regarding legal updates and or changes can be found in this section of our website.
Section 125 POP
Because insurance contributions are deducted on a pre-tax basis, a POP Plan saves significant tax dollars for both employees and employers. This is perhaps the greatest benefit that the two parties can gain, and perhaps the most persuasive argument for establishing a Section 125 POP in any business.
5500 Reporting
The IRS, Department of Labor, and Pension Benefit Guaranty Corporation jointly developed the Form 5500-series returns for employee benefit plans to satisfy annual reporting requirements under ERISA and the Internal Revenue Code.
ERISA
In accordance with the Employee Retirement Income and Security Act of 1974 (ERISA), all employers must have a written Summary Plan Description (SPD) for each separate welfare benefit plan (e.g., medical, dental, 125 plan, life, disability, etc.), informing participants of eligibility requirements, benefits, claims and appeals procedures, and rights under ERISA.
Client Review
Client Review from Peggy Gustafson
HR Service has consistently helped me with answers to all my tough questions. All I have to do is email or call, and my HR Business Coach has a solution for me almost immediately! I don’t feel like I’m running our HR Department alone. I know that my HR Business Coach and the other staff members at HR Service are there to answer all my outsourcing questions and concerns. If they don’t have the answer immediately, they research and provide me with timely advice for those challenging problems that sometimes hit our HR Department. I feel confident that our company is being run with the most up-to-date, legal information which provides security and reassurance to me and all of our employees. Yes, times ten, I am happy with their services. Peggy
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