Is your PEO still the right fit?
The PEO you chose when your company was smaller may have been exactly what you needed. But as your business grows, your benefits options, HR needs, and operating costs can change.
Before your next renewal, it’s worth comparing alternative options to a PEO. Corban OneSource provides fully managed HR outsourcing outside the PEO model, helping you retain control over important decisions while experienced teams manage your HR, payroll, benefits, and HCM operations.
The Freedom of Choice & What You Get Control Over
Your Employees
No longer bound by a co-employment agreement, your organization will now run payroll using your own tax identification number.
Your Broker & Benefits Plan
Partner with one of the many insurance brokers in the United States to build the plan and benefits package that fits your organization and serves your employees best.
Your HCM Software
Choose the HCM system that gives you the tools you need to succeed.
What Corban OneSource Handles
PEO Migration Plan
Our migration plan covers every component in the agreed upon scope including helping you apply for state income tax, unemployment tax, and workers’ compensation, building compliance framework, and testing systems before they go live.
Benefits/Broker Relationship
Finding a broker and building out your new benefits plan is the first step. Our benefits team maintains open lines of communication between your broker and carriers while managing plan details, bill reconciliation, open enrollment, and more.
HCM Implementation & Management
After choosing your HCM system, we manage the implementation and migration of your data from your previous system into your new platform. After migration, our team continues managing the system for you.
What is Your PEO Costing You?
One potential downside of a PEO for midsize businesses is the impact of the associated costs. Percentage-of-payroll billing, hidden administrative fees, and bundling services are just a few ways that PEO costs fail to scale with growing organizations. Read our case study below to see how we produced $252,500 in savings in the first year when we managed a PEO transition for a 450-employee company.
Case Study
PEO Transition to an HRO
Problem: A company with 450 employees across 18 states had been partnered with a PEO for the previous 10 years. The PEO never shared a cost breakdown with the company.
Solution: Corban OneSource conducted a deep analysis of all costs and implemented upgraded technology for HR, Payroll, and Benefits.
- The company now sees each individual cost as applied to HR
- Using their own custom benefits plan and provider
- Taking advantage of government programs like Workers’ Tax Credits
- Regained access to their own corporate data and analysis in conjunction with Corban technology
- The HR Department now focuses more time on strategy
Savings in year one: $252,500
See how Corban OneSource differs from top-rated PEO providers
Corban OneSource vs. Insperity
How does HR Outsourcing differ from a professional employer organization?
Corban OneSource vs. Justworks
How do the HR Outsourcing services stack against each other?
Corban OneSource HR Outsourcing Services
We provide fully managed HR technology services for these platforms
ADP Workforce Now
Get more from ADP Workforce Now. Our team helps manage your software, streamline payroll and HR, and optimize your technology to do more for your people.
Paylocity
Take your operations further with Paylocity. Our team will drive your system while providing robust management of payroll and HR through best operational practices.
Discuss Your PEO Options
